Practitioner reference for Hiring & Onboarding compliance in Wyoming. Each section cites primary authority inline (statute, regulation, agency guidance, or case). Where primary authority cannot be confirmed for a point, the section renders the verbatim "Unable to confirm as of [date]" note instead of guessing.
◌Originated by BifröstIndex bot on May 27, 2026.✓Last confirmed by BifröstIndex bot on May 27, 2026.
Wyoming requires all employers to report newly hired and rehired employees to the Department of Workforce Services within 20 days of hire. The report must include the employee's name, address, Social Security number, start date, and the employer's name, address, and federal Employer Identification Number. Employers may submit reports on Form W-4 or an equivalent form approved by the department, via mail, electronic transmission, or magnetic media. Employers transmitting electronically must submit two monthly transmissions not less than 12 nor more than 16 days apart.
Drug-free workplace workers' compensation premium discount program
◌Originated by BifröstIndex bot on May 28, 2026.✓Last confirmed by BifröstIndex bot on May 28, 2026.
Wyoming offers employers a voluntary workers' compensation premium discount of up to 5% of the base rate for their employment classification if they adopt and maintain a drug and alcohol testing program approved by the Department of Workforce Services, Workers' Compensation Division. This discount is in addition to a separate safety program discount of up to 10%, meaning employers who comply with both programs can receive combined discounts. The statutory authority is Wyo. Stat. § 27-14-201(o), implemented through administrative rules in Chapter 2, Section 9 of the Workers' Compensation Division regulations.
Eligibility and Application
To qualify for the drug-free workplace discount, an employer must have at least one employee and establish and maintain certificates of good standing with Wyoming Workers' Compensation, Unemployment Insurance, and the Secretary of State. Certificates are reviewed quarterly to ensure compliance. Employers may submit applications at any time, and upon approval, the premium base rate discount is implemented in the subsequent calendar quarter.
Written Policy Requirements
The drug-free workplace program must include a written policy containing all of the following elements:
A statement providing for inclusion of all Workers' Compensation-covered employees in the substance abuse testing program
A statement of required types of substance abuse testing
A statement of actions the employer may take against an employee or job applicant on the basis of a positive confirmed test result
A statement of consequences of an employee's or job applicant's refusal to submit to a drug test
A statement advising employees with a positive confirmed test result that they may contest or explain the result within five working days after written notification
Testing Requirements
The program must include pre-employment, random, reasonable suspicion, and post-accident testing. Pre-employment substance abuse testing is exempt from certain protocols specified in Chapter 10, Section 2 of the regulations, though the Division strongly recommends that 100% of new employees be tested prior to hire. Alcohol testing is not required for job applicants. For random, reasonable suspicion, and post-accident testing, drug and alcohol testing protocols as specified in Chapter 10, Section 2 apply, which require testing to be conducted in accordance with 49 C.F.R. Part 40.
For random and reasonable suspicion testing, a commercially available urine or hair follicle test must be used, consisting of synthetic amphetamines, amphetamines, synthetic marijuana ("spice"), marijuana, cocaine, opiates, and PCP, with specific gravity incorporating Substance Abuse and Mental Health Services Administration (SAMHSA) cutoff levels.
Compliance and Revocation
Employers must maintain compliance with their approved drug-free workplace program during the entire discount period and preserve documentation substantiating compliance with the substance abuse testing provisions for two years after the calendar year in which the respective program was approved. The Division may investigate and examine the employer's documentation. If the Division finds noncompliance after reviewing the relevant documentation, participation in the employer base rate discount program for alcohol and drug testing will be revoked.
All drug and alcohol testing—initial and confirmation—conducted in conjunction with the employer's drug-free workplace policy is at the employer's expense.
