Workers' comp weekly benefit in Wyoming: how much it pays

Wyoming figures temporary total disability by the month, not the week.

Checked against official sources: October 31, 2026.

Deadlines are strict. If you are near one, call the state agency or free help today.

Weekly benefit in Wyoming

Minimum rule: The monthly benefit is the greater of two-thirds of your actual monthly earnings or 30% of the statewide average monthly wage, but it can never be more than 100% of your actual monthly earnings.
Applies to: Injuries in each calendar quarter use the statewide average monthly wage for the 12 months before that quarter
How your wages are figured: The benefit is based on your actual gross monthly earnings at the time of the injury, which the Division verifies from your pre-injury wages.
How long it can last: Temporary total disability can be paid for up to a total of 24 months for one injury; the Division may pay more in extraordinary circumstances. It stops earlier when you are released or return to work in any capacity, or when you qualify for and receive the first payment of a permanent impairment or disability award.

Wyoming figures temporary total disability by the month, not the week. You get two-thirds of your actual gross monthly earnings at the time of injury, or 30% of the statewide average monthly wage if that is more. The monthly award cannot be more than your own actual monthly earnings or more than the statewide average monthly wage for the 12 months before the calendar quarter in which you were hurt, whichever is lower. If all your medical care is in Wyoming, the Division's guide says your monthly benefit may be increased by 3%.

Law: Wyo. Stat. §§ 27-14-403(c), 27-14-404(a), (c), 27-14-802(b)

Source: drive.google.com

Benefit estimate calculator

We do not offer a calculator for Wyoming: its rule has parts that a simple estimate cannot show. Read the rule above and ask the state agency.

Sources

The official sources for Wyoming are listed on the Wyoming page.

National rules that may also matter

Taxes, Social Security, leave and the ADA

Taxes on workers' compensation Workers' compensation benefits for a work injury or illness are fully exempt from federal income tax when they are paid under a workers' compensation law. Pay you get for doing light-duty work is taxable as wages. If your workers' compensation reduces your Social Security benefits, that part may be taxable as Social Security benefits. Federal employees: FECA compensation is not taxable, but continuation of pay (up to 45 days) and sick leave pay while a claim is decided are taxed as wages.

Law: IRS Publication 525 (2025), Workers' Compensation; 26 U.S.C. 104(a)(1)

Social Security disability and workers' compensation If you get Social Security disability benefits and workers' compensation at the same time, Social Security may reduce its benefit. The reduction applies when your Social Security benefits (including benefits paid to your family on your record) plus your workers' compensation are more than 80% of your 'average current earnings', or more than your family's Social Security benefit before the reduction, if that is higher. A lump-sum workers' compensation settlement can also be counted. The reduction stops when you reach full retirement age. It does not apply when the state law paying your workers' compensation reduces that benefit instead for people on Social Security, if that state rule was in place on February 18, 1981.

Law: 42 U.S.C. 424a(a), (b), (d); SSA POMS DI 52101.001, DI 52105.001

Job-protected leave (FMLA) The Family and Medical Leave Act gives eligible employees up to 12 workweeks of unpaid, job-protected leave in a 12-month period for a serious health condition, and keeps your group health coverage. It covers private employers with 50 or more employees in at least 20 workweeks of this year or last year, all public agencies, and public and private elementary and secondary schools. You are eligible if you worked there at least 12 months, worked at least 1,250 hours in the 12 months before the leave, and work at a site with at least 50 employees within 75 miles. Time off for a work injury can count as FMLA leave if your employer designates it. If your doctor clears you only for light duty, you may turn down a light-duty job and stay on unpaid FMLA leave until it runs out, but you may lose workers' compensation payments.

Law: 29 U.S.C. 2601 et seq.; 29 CFR 825.207(e); DOL Wage and Hour Division, Family and Medical Leave Act

Disability rights when you go back to work (ADA) Not every work injury is a 'disability' under the Americans with Disabilities Act. If yours is, an employer with 15 or more employees may have to make a reasonable accommodation, unless it would cause undue hardship, for example by moving minor (marginal) duties you cannot do to other workers or changing your schedule. The employer does not have to remove the essential functions of the job.

Law: 42 U.S.C. 12111(5)(A); EEOC Enforcement Guidance: Workers' Compensation and the ADA (Notice 915.002)

In these states, the state reduces some or all types of workers' compensation for people who also get Social Security disability, so Social Security does not reduce its benefit for those payments.

States that reduce workers' comp when you also get Social Security disability: Alaska, California, Colorado, Florida, Louisiana, Minnesota, Montana, New Jersey, New York, North Dakota, Ohio, Oregon, Washington, Wisconsin.