Overtime Pay Laws by State (2026)

Alabama has no state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — workers rely entirely on federal FLSA:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. required after 40 hours per workweek at 1.5x under federal FLSA
• AL does not add any state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements
• AL is one of few states with no state minimum wage or overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law
• AL law preempts local governments from enacting their own wage or overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. ordinances

Alaska has its own overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law that mirrors federal FLSA requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Alaska also requires overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. after 8 hours per day for most employees — stronger than federal law
• Exemptions exist for agriculture, fishing, and certain seasonal industries critical to Alaska's economy
• Domestic service workers and some transportation employees may be exempt
• Alaska's overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections are enforced by the Alaska Department of Labor and Workforce Development

Colorado provides strong overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections through the Colorado OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. and Minimum Pay Standards Order (COMPS):

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate
• Colorado also requires overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. after 12 hours in a single workday — one of the few states with daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Colorado COMPS Order (7 CCR 1103-1) provides state-level overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections that exceed the FLSA
• Colorado also requires overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. for 12 consecutive hours of work regardless of when the workday started
• Colorado has its own exemption categories that differ from federal law in some respects
• Colorado also offers Paid Family and Medical Leave (FAMLI) — a state insurance program providing up to 12 weeks of paid leave

The District of Columbia follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules but adds several worker-friendly protections:

• Higher exempt salary threshold: D.C. sets a higher salary threshold for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. exemption than the federal level, tied to the D.C. minimum wage. Employees must earn at least a specified weekly salary to be classified as exempt.
• Wage Payment and Collection Law: D.C. requires employers to pay all earned wages, including overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules., promptly. Employers who fail to pay can face liquidated damages of 3x the unpaid wages, plus attorney fees and costs.
• Written notice requirements: D.C. employers must provide written notice to employees of their pay rate, overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rate, and pay schedule before employment begins.
• Stronger enforcement: The D.C. Office of the Attorney General actively prosecutes wage theftWhen an employer fails to pay the wages legally owed — including unpaid overtime, off-the-clock work, kept tips, or below-minimum-wage pay. It is illegal under federal and state wage-and-hour laws. cases, including overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. violations, and has recovered millions in back wages for workers.

Hawaii follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Hawaii does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — the FLSA standard applies
• Hawaii does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural workers in Hawaii may be subject to different rules depending on farm size and season
• Hawaii's unique employer healthcare mandate (Prepaid Health Care Act) is separate from overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules but affects overall compensation

Idaho follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Idaho does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — the FLSA applies directly
• Idaho does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural workers and certain seasonal workers are exempt from overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Idaho's economy has significant agriculture, tech, and outdoor recreation sectors — exemptions vary by industry

Indiana follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules with limited additional state protections:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate under the federal FLSA
• Indiana's Minimum Wage Law (IC § 22-2-2) incorporates federal overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. standards
• IN does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Federal exemptions apply (executive, administrative, professional, outside sales)
• Indiana is an at-will employmentThe default US rule that either the employer or the employee can end the job at any time, for almost any reason. It does not allow firing you for an illegal reason — such as discrimination, retaliation, or refusing to break the law. state, but firing someone for claiming overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is illegal retaliation under the FLSA
• Indiana law requires employers to pay wages due within 10 business days of the end of the pay period (IC § 22-2-5-1)

Iowa follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Iowa does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the federal FLSA applies
• Iowa does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural workers are exempt from overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. under both state and federal law
• The Iowa Division of Labor enforces wage claims and can assist with unpaid overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. disputes

Kansas follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 46 hours per workweek under Kansas state law — however, most covered employees fall under the federal 40-hour FLSA standard, which prevails
• Kansas does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural and seasonal workers may be exempt
• For workers covered only by Kansas law (not FLSA), the 46-hour threshold applies
• The Kansas Department of Labor handles wage claims

Kentucky has its own overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law that mirrors the federal FLSA:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. required after 40 hours per workweek at 1.5x the regular rate (KRS § 337.285)
• Kentucky also requires overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. on the 7th consecutive workday — but only when total hours for the workweek exceed 40
• Kentucky does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. beyond the 7th day rule

Louisiana has no state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — workers rely entirely on federal FLSA:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. required after 40 hours per workweek at 1.5x under federal FLSA
• Louisiana does not add any state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements
• Louisiana is one of few states with no state minimum wage or overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law
• Louisiana law preempts local governments from enacting wage ordinances

Maine follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. and incorporates it through Maine labor law:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Maine labor law (26 M.R.S.A. § 664) incorporates FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. standards
• Maine does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural workers, certain seasonal workers, and some other categories may be exempt
• Maine's economy includes tourism, fishing, healthcare, and technology — exemptions vary by sector

Maryland provides overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections through the Maryland Wage and Hour Law:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate
• MD does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• The MD Wage and Hour Law (MD Code, Labor & Employment § 3-415) provides state-level overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections
• MD exemptions are similar to the FLSA but not identical — some agricultural and seasonal amusement workers have different rules
• Employers who fail to pay overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. can be liable for the unpaid wages plus treble damages under the MD Wage Payment and Collection Law
• MD provides stronger protections for employees classified as non-exempt than some other states

Massachusetts provides strong overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections that exceed federal FLSA requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate under the MA OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. Law
• MA does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Retail workers who work on Sundays and holidays receive premium pay (being phased out through 2023, now eliminated)
• MA has stricter rules on exempt vs. non-exempt classification than federal law
• Employers who fail to pay overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. face treble damages (triple the amount owed) under the MA Wage Act
• No agreement between employer and employee can waive the right to overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. pay

Michigan follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules and incorporates them via the Michigan Workforce Opportunity Wage Act:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate
• Michigan does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• The state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rate is calculated using the Michigan minimum wage base, which is higher than federal
• Michigan exemptions largely mirror the FLSA exemptions (executive, administrative, professional)
• Agricultural workers have different overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules under both state and federal law

Minnesota follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules and incorporates them through the Minnesota Fair Labor Standards Act (MFLSA):

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 48 hours per workweek at 1.5x the regular rate under state law — note this is 48 hours, not 40
• However, most Minnesota workers are also covered by the federal FLSA which requires overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. after 40 hours — you get whichever is more favorable
• Minnesota does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• The state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. threshold of 48 hours only matters for workers not covered by the federal FLSA

Mississippi follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. — it has no state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek under the FLSA
• Mississippi does not have its own state minimum wage or overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute
• Only the federal FLSA applies, meaning workers not covered by the FLSA have no state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protection
• Agricultural and domestic workers may be exempt from overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Mississippi is one of the few states without its own wage and hour law

Missouri follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules with limited additional state provisions:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate under the federal FLSA
• Missouri's state minimum wage law (RSMo § 290.500 et seq.) does not add separate overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. provisions beyond the FLSA
• MO does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Federal exemptions apply (executive, administrative, professional, outside sales)
• Missouri is an at-will employmentThe default US rule that either the employer or the employee can end the job at any time, for almost any reason. It does not allow firing you for an illegal reason — such as discrimination, retaliation, or refusing to break the law. state, but firing someone for claiming overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is illegal retaliation under the FLSA
• MO law requires employers to pay wages on regular paydays at least semi-monthly

Montana follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Montana does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — the FLSA applies directly
• Montana does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural workers may be exempt from overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. under both state and federal law
• Montana's economy includes mining, ranching, tourism, and increasingly technology — exemptions vary by industry

Nevada has one of the strongest overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. laws in the country:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Nevada also requires daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. — 1.5x pay after 8 hours in a day if the employee earns less than 1.5x the minimum wage
• Nevada's daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirement is stronger than most states
• Hospitality, gaming, and entertainment workers are covered by these protections
• Certain exemptions exist for administrative, executive, and professional employees

New Hampshire follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• New Hampshire does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the FLSA applies directly
• NH does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Employers must pay overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. unless the employee qualifies for an FLSA exemption
• New Hampshire's economy includes significant tourism, technology, and manufacturing sectors — exemptions vary by industry

New Jersey follows the federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. standard (1.5x after 40 hours/week) but has significantly stronger enforcement mechanisms:

• NJ Wage TheftWhen an employer fails to pay the wages legally owed — including unpaid overtime, off-the-clock work, kept tips, or below-minimum-wage pay. It is illegal under federal and state wage-and-hour laws. Act (2019): One of the strongest wage theftWhen an employer fails to pay the wages legally owed — including unpaid overtime, off-the-clock work, kept tips, or below-minimum-wage pay. It is illegal under federal and state wage-and-hour laws. laws in the country. Employers who violate overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules face liquidated damages equal to 200% of the wages owed (triple damages total), plus attorney fees.
• Extended statute of limitationsThe deadline for filing a lawsuit after the event that caused the harm. It varies by claim type and state — for example, 2 years for personal injury in many states, 6 years for most written contracts.: You have 6 years to file a wage claim in New Jersey, compared to 2–3 years under federal law.
• Anti-retaliation protections: Employers who retaliate against workers for filing wage complaints can face additional penalties, including reinstatement and back pay.
• Record-keeping requirements: NJ employers must keep payroll records for 6 years. Failure to maintain records creates a presumption in favor of the employee's claimed hours.

New Mexico follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• New Mexico does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the federal FLSA applies
• New Mexico does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Oil/gas, agriculture, and federal government employees (large sector due to military bases and national labs) have various exemptions
• The New Mexico Department of Workforce Solutions handles wage claims

North Carolina follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules with no additional state-level overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours in a workweek at 1.5x your regular rate
• NC does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• The NC Wage and Hour Act (NCWHA) incorporates FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. standards by reference
• NC is an at-will employmentThe default US rule that either the employer or the employee can end the job at any time, for almost any reason. It does not allow firing you for an illegal reason — such as discrimination, retaliation, or refusing to break the law. state, but firing someone for claiming overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is illegal retaliation
• NC applies the same exemptions as federal law (executive, administrative, professional, outside sales)

North Dakota follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• North Dakota does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the federal FLSA applies
• North Dakota does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Oil and gas industry workers have specific exemptions and considerations
• Agricultural workers are exempt from overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. under both state and federal law

Ohio follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules with one notable difference:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours per workweek at 1.5x the regular rate
• Ohio exempts employers with annual gross receipts under $150,000 from the Ohio minimum wage law, but these workers still have federal FLSA protections
• Ohio does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Ohio's overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules mirror the federal FLSA, including the same exemption tests for executive, administrative, and professional employees

Oklahoma does not have a state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — workers rely on federal FLSA:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. required after 40 hours per workweek at 1.5x under federal FLSA
• Oklahoma does not add state-level overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements
• Oklahoma does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.

Oregon follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules with some state additions:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. required after 40 hours per workweek at 1.5x the regular rate
• Oregon agricultural workers gained overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections through HB 4002 (2022) — phased in overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements for farmworkers
• Oregon manufacturing workers are entitled to overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. after 10 hours in a day
• Oregon does not generally require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. for non-manufacturing workers

Pennsylvania follows federal FLSA overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rules:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours per workweek at 1.5x the regular rate
• The salary threshold for exempt employees is the federal figure: $684/week ($35,568/year). Pennsylvania's own state-specific threshold (34 Pa. Code § 231.83) was rescinded in 2022, so Pennsylvania defaults to the federal level.
• The 2024 federal Department of Labor rule that would have raised the threshold to $1,128/week ($58,656/year) was struck down by the U.S. District Court for the Eastern District of Texas in November 2024 (State of Texas v. DOL) and is no longer in force. Anyone quoting $58,656 as the live threshold is citing a vacated rule.
• Pennsylvania does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.

Rhode Island has its own overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law that mirrors federal FLSA:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Rhode Island does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Rhode Island mandates time-and-a-half pay on Sundays and holidays for certain retail workers (though this is being phased out)
• Exemptions generally follow federal FLSA standards
• The Rhode Island Department of Labor and Training enforces wage laws

South Carolina has no state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — workers rely entirely on federal FLSA protections:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours per workweek at 1.5x under federal FLSA
• SC does not add any state-level overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements
• SC does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• SC is one of few states with no state minimum wage or overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law

South Dakota follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek under the FLSA
• South Dakota does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the federal FLSA applies
• South Dakota does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Agricultural and seasonal workers may be exempt
• South Dakota's economy is heavily agricultural — many farm workers fall outside overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections

Utah follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek under the FLSA
• Utah does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the federal FLSA applies
• Utah does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Exemptions follow federal FLSA standards
• Utah's tech industry (Silicon Slopes) and outdoor recreation sectors employ many salaried workers who should verify their exemption status

Vermont follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• Vermont does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute beyond the FLSA
• Vermont does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Exemptions generally follow federal FLSA standards
• Vermont's economy includes tourism, agriculture, and technology — exemptions vary by sector

Virginia enacted its own overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. law — the Virginia OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. Wage Act (VOWA) — effective July 1, 2021:

• VOWA provides state-level overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections independent of the federal FLSA
• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours per workweek at 1.5x the regular rate
• Virginia does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• VOWA applies to employees covered by the FLSA, providing an additional state remedy
• Virginia allows employees to bring private lawsuits for unpaid overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. with potential recovery of liquidated damages, prejudgment interest, and attorney fees
• The statute of limitationsThe deadline for filing a lawsuit after the event that caused the harm. It varies by claim type and state — for example, 2 years for personal injury in many states, 6 years for most written contracts. under VOWA is 2 years (3 years for willful violations), as amended by HB 1173 effective July 1, 2022

Washington has strong overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. protections that go beyond federal law:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required after 40 hours per workweek at 1.5x the regular rate
• Washington agricultural workers gained overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rights through the 2021 Engrossed Substitute House Bill 1087 — phasing in overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. for agricultural workers (40-hour threshold by 2024)
• Washington's overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. salary threshold for exempt employees is tied to the state minimum wage and is significantly higher than the federal threshold (1.75x the state minimum wage for large employers)
• Washington does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. for most workers, but some collective bargaining agreements may provide it
• Washington's Department of Labor & Industries (L&I) enforces overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. laws independently of federal DOL

West Virginia follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. and incorporates it through the WV Wage Payment and Collection Act:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek
• West Virginia does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. rate — the FLSA standard applies
• Agricultural workers and certain seasonal workers may be exempt
• West Virginia does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• The coal mining and energy sectors are significant employers — specific exemptions and rules may apply to these industries

Wyoming follows the federal FLSA for overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. requirements:

• OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is required at 1.5x the regular rate after 40 hours per workweek under the FLSA
• Wyoming does not have a separate state overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. statute — the federal FLSA applies
• Wyoming does not require daily overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.
• Oil/gas, mining, and agricultural workers have various exemptions
• Wyoming's small workforce and resource-based economy mean many workers are in exempt industries