The Department of Labor (DOL) is the federal agency that enforces the wage and hour laws in the United States. But states and often cities also have specific laws for their citizens. This is a not-so-concise list of all laws that business leaders need to be aware of, based on the most recent research*.
What Are Federal Labor Laws?
The Fair Labor Standards Act (FLSA) oversees the federal minimum wagefor covered nonexempt (non-salaried) employees. Minimum wage is $7.25 per hour. Tipped employees must be paid a minimum wage of at least $2.13 an hour if the following three factors are met:
- The $2.13 plus any tips received must equal at least $7.25
- The employee must keep all tips
- The employee typically earns more than $30/month in tips
States that have higher minimum wages are indicated in the chart below.
FLSA also mandates overtime pay laws. Non-exempt employees receive overtime pay of time-and-a-half per workweek for any hours worked over 40.
Keep in mind, employers are required by law to display an official poster within easy view (such as in a breakroom or cafeteria) outlining FLSA guidelines.
What Employee Records Should I Keep?
Per the FLSA, employers are required to keep the following employee information and retain records for at least three years:
- Employee’s full name
- Social Security number
- Full home address
- Birth date
- Sex and occupation
- Time and day of week when employee’s workweek begins
- Hours worked each day
- Total hours worked each workweek
- Basis on which wages are paid (e.g., $9 per hour, $440 a week, piecework)
- Regular hourly pay rate
- Total daily or weekly earnings
- Total overtime earnings
- All wage additions or deductions (e.g., uniform allowance, wage garnishments)
- Total wages paid each pay period
- Date of payment and the pay period covered
Related Post: Check out our article about Minimum Wage by State
State Wage & Hour Laws
| State | Minimum Wage (Reg/Tip) | Legal Age to Work Regulations (ages 14-16) | Unique Wage & Hour Laws |
| Alabama | $7.25/$2.13 (Federal, no state minimum) | Maximum of 18 hours/week when school is in session. Up to 40 hours/ week (8 hours/day) at other times. Cannot work between from 7 p.m. – 7 a.m. during school days. | |
| Alaska | $10.34/$10.34 | Maximum of 23 hours/week during school. Can only work from 5 a.m. – 9 p.m. | |
| Arizona | $12.15 | Maximum of 18 hours/week when school is in session. Cannot work 9:30 p.m. (11 p.m. before non-school day) to 6 a.m. and 7 p.m. to 6 a.m. for door-to-door sales or deliveries. | |
| Arkansas | $11.00/$2.63 | Maximum of 18 hours/week when school is in session. Cannot work 7 p.m. to 6 a.m. (9 p.m. before non-school days) | Employers must provide reasonable unpaid break time each day to an employee who needs to express breast milk and requires a reasonable effort to provide a private, secure and sanitary room to do so. |
| California | $14.001 | Cannot work 7 p.m. to 7 a.m. (9 p.m. June 1 through Labor Day) | Paid 10-minute rest period during each 4-hour work period. Employers must allow a break and provide a private room for a mother who desires to express milk. |
| Colorado | $12.32 | Can work 8 hours a day (6 hours on school days)/40 hours a week. Cannot work 9:30 p.m. to 5 a.m. before a school day. | Paid 10-minute rest period during each 4-hour work period. Employers must provide reasonable break time for an employee to express breast milk in a private location for her nursing child for up to two years after the child’s birth. |
| Connecticut | $13.00 | Can work 8 hours a day/40 hours a week. Cannot work 7 p.m. (9 p.m. July 1 to the first Monday in September) to 7 a.m. | Employers must provide a reasonable amount of time in a private location each day to an employee who needs to express breast milk for her infant child. |
| Delaware | $10.25 | Maximum of 18 hours/week during school year. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day) to 7 a.m. | Employers are required to support breastfeeding employees by providing reasonable break time and an appropriate lactation accommodation. |
| Washington D.C. | $15.20 | 8 hours/day and 48 hours/week. Cannot work 7 p.m. (9 p.m. from June 1st to Labor Day) to 7 a.m. | |
| Florida | $10.00 | Can only work 3 hours/day when followed by a school day unless enrolled in a vocational program. 40 hours a week during a non-school day/week. Cannot work 7 p.m. before school day to 7 a.m. on school day (9 p.m. during holidays and summer vacations to 7 a.m.) | |
| Georgia | $5.15 (Employers subject to the Fair Labor Standards Act must pay the $7.25 Federal minimum wage) | Can work a maximum of 4 hours/day during school. 40 hours a week during a non-school day/week. Cannot work 9 p.m. to 6 a.m. | Employers must provide daily unpaid break time in a private location for a mother to express breast milk for her infant child. |
| Hawaii | $10.10 | Maximum of 18 hours/week (3 hours/day) during school year. Cannot work 7 p.m. to 7 a.m. (9 p.m. to 6 a.m. during authorized school breaks). | Employers with more than 20 employees must provide reasonable break time for an employee to express milk for a nursing child in a private location. Further, it is unlawful discriminatory practice for any employer or labor organization to refuse to hire or employ, bar or discharge from employment, withhold pay from, demote or penalize a lactating employee because an employee breastfeeds or expresses milk at the workplace. |
| Idaho | $7.25 | Can work up to 9 hours a day for a maximum of 54 hours/week. Cannot work 9 p.m. 6 a.m. | |
| Illinois | $11.00 | Can work 8 hours a day for a maximum of 24 hours during school times. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day, except when school is in session) to 7 a.m. | Hotel room attendants receive a minimum of two 15-minute paid rest breaks each workday in which they work at least seven hours. Employers must provide reasonable unpaid break time in a private location each day to employees who need to express breast milk. |
| Indiana | $7.25 | Maximum of 3 hours on school days, 8 hours on non-school days, and 18 hours per school week. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day, except when school is in session) to 7 a.m. | Employers must provide reasonable unpaid break time in a private location each day to employees who need to express breast milk as well as make reasonable efforts to provide a refrigerator for storage. |
| Iowa | $7.25 | Maximum of 4 hours/day and 28 /week. 8 hours/day and 40/week in a week when school is not in session. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day) to 7 a.m. | |
| Kansas | $7.25 | Maximum of 3 hours on school days, 8 hours on non-school days, and 18 hours per school week. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day, except when school is in session) to 7 a.m. | |
| Kentucky | $7.25 | Maximum of 3 hours/day and 18 hours/week when school is in session. Can work 8 hours a day on non-school days. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day) to 7 a.m. | Paid 10-minute rest period during each 4-hour work period. Employers with 8 or more employees must reasonably accommodate employees with medical conditions related to pregnancy (including breastfeeding). |
| Louisiana | $7.25 (Federal, no state minimum) | Maximum of 3 hours/day and 18 hours a week when school is in session. Can work 8 hours a day on non-school days. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day) to 7 a.m. | Public schools (only) are required to provide employees with break time and a private room for pumping breast milk. |
| Maine | $12.15 | Maximum of 3 hours/day and 18 hours a week when school is in session. Cannot work 7 p.m. (9 p.m. during summer vacation) to 7 a.m. | Employers must provide adequate unpaid or paid break time in a private location to express breast milk for up to 3 years following childbirth. |
| Maryland | $11.752 | Maximum of 3 hours on school days, 8 hours on non-school days, and 18 hours per school week. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day, except when school is in session) to 7 a.m. | |
| Massachusetts | $13.50 | Maximum hours when school is in session: 18 hours a week. 3 hours a day on school days. 8 hours a day Saturday, Sunday, holidays. 6 days a week. Only between 7 a.m. and 9 p.m. during the summer (from July 1 through Labor Day). After 8:00 p.m., all minors must have the direct and immediate supervision of an adult supervisor who is located in the workplace and is reasonably accessible to the minor, unless the minor works at a kiosk, cart or stand in the common area of an enclosed shopping mall that has security from 8:00 p.m. | Employers with 6 or more employees must provide all breastfeeding employees with reasonable break time and a private space to pump. In addition, the law stipulates that the lactation space must include electrical outlets, table and a place to sit. |
| Michigan | $9.65 | Can work a combined total of 48 hours of work and school. Cannot work between 9 p.m. and 7 a.m. | |
| Minnesota | $10.083 | 8 hours/day and 40 hours/week. Cannot work between 9 p.m. and 7 a.m. | Paid adequate rest period within each 4 consecutive hours of work. Rest periods of less than 20 minutes may not be deducted from total hours worked. Employers must provide daily, unpaid break time in a private location with an electrical outlet for a mother to express breast milk for her infant child. |
| Mississippi | $7.25 (Federal, no state minimum) | 8 hours/day up to 44 hours/week in a factory, mill, cannery or workshop. Cannot work between 7 p.m. and 6 a.m. | Mississippi law prohibits against discrimination towards breastfeeding mothers who use lawful break time to express milk. |
| Missouri | $10.30 | 3 hours/day on school days. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day and 10:30 p.m. at regional Fairs or expositions) to 7 a.m. | |
| Montana | $8.75 | 3 hours/day and 18 hours/week when school is in session. Cannot work 7 p.m. (9 p.m. during periods outside the school year) to 7 a.m. | Employers must provide daily unpaid break time for a mother to express breast milk for her infant child and provide facilities for storage of the expressed milk. |
| Nebraska | $9.00 | 8 hours/day and 48 per week. Under 14: cannot work 8 p.m. to 6 a.m. Age 14 & 15: 10 p.m. (beyond 10 p.m. before non-school day with special permit) to 6 a.m. | Employers with 15 or more employees are required to provide breastfeeding employees with break time and a private space to pump. |
| Nevada | $8.754 | 8 hours/day and 48 per week. | Paid 10-minute rest period during each 4-hour work period. Employers with 50+ employees must provide an employee who is the mother of a child under 1 with reasonable paid or unpaid break time to express milk in a private location. |
| New Hampshire | $7.25 | 8 hours/day on non-school day, 48-hour week during vacation, if enrolled in school. School day/week: 3-23 if enrolled in school. Cannot work 9 p.m. 7 a.m. | |
| New Jersey | $12.005 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. from last day of school through Labor Day) to 7 a.m. | It is unlawful to discriminate based on pregnancy or breastfeeding in compensation or financial terms of employment. |
| New Mexico | $10.50 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. June 21 through Labor Day) to 7 a.m. | Employers must provide reasonable unpaid break time in a private location each day to employees who need to express breast milk. |
| New York | $12.506 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. June 21 through Labor Day) to 7 a.m. | Employers must provide reasonable unpaid break time in a private location each day to employees who need to express breast milk for up to 3 years following childbirth. |
| North Carolina | $7.25 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. June 21 through Labor Day) to 7 a.m. | |
| North Dakota | $7.25 | Up to 18 hours week (3 hours/day) while school is in session unless exempted from school attendance. Cannot work 7 p.m. (9 p.m. June 21 through Labor Day) to 7 a.m. | Employers may only use the designation “infant friendly” on promotional materials if the employer includes scheduling breaks and permitting work patterns that provide time for expression of breast milk; providing a private location for expressing breast milk; and a refrigerator in the workplace for the temporary storage of breast milk. |
| Ohio | $8.80 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. June 1 to Sept. 1 and during school holidays of 5 school days or more) to 7 a.m., 7 p.m. to 7 a.m. in door-to-door sales. | |
| Oklahoma | $7.25 | Up to 18 hours week (3 hours/day) while school is in session. 8-hour maximum on non-school days. Cannot work 7 p.m. (9 p.m. June 21 through Labor Day) to 7 a.m. | Employers must provide reasonable unpaid break time in a private location each day to employees who need to express breast milk. |
| Oregon | $12.756 | Up to 18 hours week (3 hours/day) while school is in session. 8-hour maximum on non-school days. Cannot work 7 p.m. (9 p.m. June 21 through Labor Day) to 7 a.m. | Paid 10-minute rest period during each 4-hour work period. Employers with more than 10 employees must allow women to have unpaid break time to breastfeed or pump. |
| Pennsylvania | $7.25 | Up to 18 hours week (4 hours/day) while school is in session. 8-hour maximum on non-school days. Cannot work 7 p.m. (10 p.m. during vacation from June to Labor Day) to 7 a.m. | |
| Rhode Island | $11.50 | Up 8 hours/day and 40 hours/week. Cannot work 7 p.m. (9 p.m. during school vacation) to 6 a.m. | Employers may provide reasonable unpaid break time each day to an employee who needs to breastfeed or express breast milk for her infant child. |
| South Carolina | $7.25 (Federal, no state minimum) | Up to 18 hours week (3 hours/day) while school is in session. 8-hour maximum on non-school days. Cannot work 7 p.m. (9 p.m. during summer break of the school district in which the minor resides) to 7 a.m. | Employers with 15 or more employees must ensure their workplaces provide reasonable accommodations in a private location to employees with medical needs arising from pregnancy, childbirth, or related medical conditions, including lactation. |
| South Dakota | $9.45 | Up to 20 hours a week (4 hours/day). Cannot work after 10 p.m. the day before a school day | |
| Tennessee | $7.25 (Federal, no state minimum) | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. to 7 a.m. (9 p.m. to 6 a.m. before non-school days). | Employers must provide daily unpaid break time in a private location for a mother to express breast milk for her infant child. |
| Texas | $7.25 | 8 hours/day up and 48 hours/week. Cannot work 10 p.m. (midnight before non-school day or in summer if not enrolled in summer school) to 5 a.m. | Employers can only use the “mother-friendly” designation if their business has policies supporting worksite breastfeeding. |
| Utah | $7.25 | Maximum of 4 hours/day during school days. Cannot work 9:30 p.m. to 5 a.m. before a school day. | Employers are encouraged to recognize the benefits of breastfeeding and provide unpaid break time and an appropriate space for employees who need to breastfeed or pump. |
| Vermont | $11.75 | Up to 18 hours/week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day) to 7 a.m. | Employees are to be given “reasonable opportunities” during work periods to eat and use toilet facilities in order to protect the health and hygiene of the employee. Employers must provide reasonable time throughout the day for nursing mothers to express breast milk for three years after the birth of a child. |
| Virginia | $9.50 | Up to 18 hours/week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day) to 7 a.m. | Employers are encouraged to recognize the benefits of breastfeeding and provide unpaid break time and an appropriate space for employees who need to breastfeed or pump. |
| Washington | $13.69 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. from June 1st to Labor Day) to 7 a.m. An adult must supervise minors working after 8 p.m. in service occupations, such as restaurants and retail businesses. | Paid 10-minute rest period during each 4-hour work period. Employees cannot be required to work more than 3 hours without a rest period. An employer may use the designation “infant-friendly” on its promotional materials if the employer has an approved workplace breastfeeding policy that includes flexible work scheduling, and a private location with water source and refrigerator. |
| West Virginia | $8.75 | Maximum of 3 hours on school days, 8 hours on non-school days, and 18 hours per school week. Cannot work 7 p.m. (9 p.m. June 1 through Labor Day, except when school is in session) to 7 a.m. | |
| Wisconsin | $7.25 | Up to 18 hours week (3 hours/day) while school is in session. Cannot work 7 p.m. (9 p.m. from June 1st to Labor Day) to 7 a.m. | |
| Wyoming | $5.15 (Employers subject to the Fair Labor Standards Act must pay the $7.25 Federal minimum wage) | No restrictions. Cannot work 10 p.m. (midnight before non-school day and for minors not enrolled in school). |
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1$14.00 rate is for California employers with 26 or more employees. Employers in California with 25 or fewer employees have a minimum wage of $13.00 per hour. For local minimum wage rules, see our guide to California Minimum Wage by City.
2$11.75 applies to Maryland employers with 15 or more employees. Employers in Maryland with 14 or fewer employees must pay a minimum wage of $11.60 per hour.
3$10.08 rate is for large employers in Minnesota (with annual gross revenues of at least $500,000). Small employers have a minimum wage of $8.21 per hour.
4$8.75 is for Nevada employees who are offered health insurance. Nevada employees who are not offered health insurance must receive $9.75 per hour.
5$12.00 applies to New Jersey employers who are non-seasonal and with 6 or more employees. Seasonal employees and those working for business who employ 5 or fewer employees must receive $11.00 per hour.
6New York and Oregon state minimum wage applies in areas that are not governed by a higher, local minimum wage ordinance. New York City and Portland Metro are examples of areas—like California—which have local minimum wage rates that exceed the statewide minimum.
* Paycor is not a legal, tax, benefit, accounting or investment advisor. This document is intended for informational purposes only and does not constitute legal information or advice. All communication from Paycor should be confirmed by your company’s legal, tax, benefit, accounting or investment advisor before making any decisions.
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