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Employment Legal

KBR is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state or local law.

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Applicant Rights Under Federal Employment Laws

Equal Employment Opportunity and Affirmative Action Policy Memo

Equal Employment Opportunity is the Law

Equal Employment Opportunity is the Law Supplement

Pay Transparency Provision

Family Medical Leave Act

Employee Polygraph Protection Act

Right to Work

Uniformed Services Employment and ReEmployment Rights Act


E-Verify (Spanish)

Right to Work (Spanish)

Equal Employment Opportunity and Affirmative Action Policy Memo (Spanish)

Federal Minimum Wage for Contractors

Federal Minimum Wage under the Fair Labor Standards Act

Transparency in Coverage

The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in two separate machine-readable files (MRFs). The MRFs for the benefit package options under the Kellogg Brown & Root, Inc., Welfare Benefits Plan — as included on the governing ERISA plan document and related Form 5500 — are linked below:

No Surprises Act:

Fraudulent Employment Offers Warning

We are aware that fraudulent employment offers are being transmitted via email by people claiming to be employees or representatives of KBR. Prospective candidates are provided salary information, instructed to obtain immigration documents and pay application/processing fees, and then advised they will be reimbursed for any expenses.

Please be advised that these communications are FRAUDULENT and are NOT sent from anyone within or affiliated with KBR. These email messages are a scam and should be treated as such.

If you receive such a message, you are advised to contact your local law enforcement agency and provide any details you may have. You may also forward the messages to [email protected].​​​​

Gender Pay Gap


In April 2017, new legislation was introduced by the UK Government, meaning that employers with more than 250 employees are required to publish their gender pay gap.

Read our current report

View our previous reports:






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