Punch Clock MathHours, overtime and every state’s rules

Overtime laws by state · 50 states and DC

Overtime laws, state by state

The federal rule is overtime after 40 hours in a workweek. Some states also count by the day, add a seventh-day rule or set a weekly rule of their own. Each row names the agency that enforces it and every page we read, with the date.

  • Sources checked
  • 49 confirmed · 2 partly confirmed · 0 not confirmed
  • About this data

Printed from Punch Clock Math · sources checked October 22, 2026 · general information about state law, not legal advice · punchclockmath.com/overtime-laws-by-state/

The federal rule, everywhere

Covered, non-exempt employees must get overtime for hours worked over 40 in a workweek, at not less than 1.5 times the regular rate.

The FLSA does not require daily overtime (over 8 hours in a day). Daily overtime comes only from state law or contract.

Each workweek stands alone. Hours cannot be averaged across 2 or more weeks, whatever the pay period (biweekly, semimonthly, monthly). For example, 30 + 50 hours means 10 OT hours in week 2.

Federal sources: 29 U.S.C. 207 - Maximum hours (U.S. Code, 2024 ed.) · Overtime Pay · 29 CFR 778.107 · 29 CFR 778.102 · 29 CFR 778.104. Where a state rule and the federal rule both apply, the employee gets whichever pays more.

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Adult, non-exempt, private-sector employees
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Showing 51 of 51 (50 states and DC)

Overtime rules for 51 jurisdictions. Hours are hours worked; × is the multiple of the regular rate. On a phone each state is one card.
StateWeeklyDaily · where the day’s line fallsSeventh dayEnforced by · sources
AlabamaALConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Alabama Department of Labor (Department of Workforce) - no state wage-and-hour enforcement
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Alabama has no state wage-hour law. The federal FLSA (over 40 hours a week at 1.5x) applies to covered employers.

Notes:

  • The Alabama Department of Labor (Department of Workforce) says employers must follow federal (U.S. WHD) guidelines.
  • Tax only, not an overtime-pay rule: Act 2023-421 excluded overtime pay of full-time hourly employees from Alabama income tax from January 1, 2024 to June 30, 2025. Withholding on overtime resumed July 1, 2025 (State Comptroller memo).

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Open the time card with Alabama
AlaskaAKConfirmedOver 40 h at 1.5×Over 8 h at 1.5×
  • Does your employer have 4 or more employees? (applies if yes)
NoneAlaska Department of Labor and Workforce Development, Labor Standards and Safety Division, Wage and Hour Section
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 8 hours in a day at 1.5× (with conditions); over 40 hours in a week at 1.5×.

Who it covers: Alaska Wage and Hour Act (AS 23.10.050-.150). Overtime does not apply to an employer with fewer than 4 employees in the regular course of business.

Notes:

  • Exemptions include agriculture, seafood harvesting, executive/administrative/professional (EAP), outside sales and straight-commission sales, computer professionals, hospital medical-service employees, seamen, and certain small mining and logging operations, among others.
  • Comp time in place of overtime pay is not lawful. A salary alone does not remove the right to overtime.
  • Workday: “a fixed and regularly recurring period of 24 consecutive hours” (8 AAC 15.910).
  • Not computed here: under a voluntary, written flexible work hour plan approved by the Alaska Department of Labor, or one in a collective bargaining agreement, daily overtime starts after 10 hours (still 40 a week) (AS 23.10.060(d)(14); 8 AAC 15.102).
  • Line-haul truck drivers (more than 100 road miles one way) and flat-rate auto mechanics have special overtime arrangements. Air-carrier shift trades and flight crew are exempt.
  • Small mining operations (12 or fewer employees) are exempt up to 12 hours a day or 56 hours a week for up to 14 workweeks per mining season.
  • State law has no double time.

What we could not confirm:

  • We could not confirm from an official source on October 22, 2026 whether hours paid as daily overtime are left out when counting the 40 weekly hours. This calculator pays the greater of daily or weekly overtime and never pays the same hour twice.

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Open the time card with Alaska
ArizonaAZConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Industrial Commission of Arizona, Labor Department (unpaid wage claims; not overtime)
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Arizona has no general state overtime law for private employers. The federal FLSA applies to covered employers.

Notes:

  • The Industrial Commission (ICA) does not take overtime claims and sends them to the U.S. Department of Labor’s Wage and Hour Division (DOL WHD).

What we could not confirm:

  • We could not confirm from an Arizona source on October 22, 2026 that the state has no private-sector overtime law. This row rests on the ICA claim form and DOL WHD summaries.

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Open the time card with Arizona
ArkansasARConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Arkansas Department of Labor and Licensing, Labor Standards Section
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Arkansas Minimum Wage Act, Ark. Code 11-4-211. The law does not cover an employer in any workweek in which it employs fewer than 4 employees (exempt employees count toward the 4).

Notes:

  • Agricultural employees are exempt from overtime.
  • The section does not apply to employees exempt under FLSA 29 U.S.C. 213(b)(1)-(24) and (b)(28)-(30) as of March 1, 2006 (for example motor carrier, rail and air carrier).
  • Public agencies may give comp time.
  • Department FAQ: working more than 8 hours in a day does not by itself trigger overtime; only hours over 40 in the workweek do.

What we could not confirm:

  • We could not confirm against the current Arkansas Code on October 22, 2026 that the statute has no 2025-2026 amendments. This row uses the Department’s 2020 statute compilation; the Department’s rules (printed August 26, 2025) are consistent with it.

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Open the time card with Arkansas
CaliforniaCAConfirmedOver 40 h at 1.5×Over 8 h at 1.5×; over 12 h at 2×First 8 h at 1.5×, after that 2×On the seventh day worked in a row in one workweekCalifornia Labor Commissioner’s Office (Division of Labor Standards Enforcement, DIR)
15 sources · read Oct 22, 2026
Coverage and limits

In words: Over 8 hours in a day at 1.5×, over 12 hours in a day at 2×; over 40 hours in a week at 1.5×; on the seventh day worked in a row in one workweek: the first 8 hours at 1.5×, after that 2×.

Who it covers: Labor Code 510 and the IWC Wage Orders. Covers all private employers and nonexempt employees 18 and older (and those 16-17 who are not required to attend school).

Notes:

  • Weekly overtime is 1.5x over 40 hours; there is no weekly double-time tier.
  • Exemptions and special rules vary across the 16 wage orders (for example agriculture Order 14, health care 12-hour alternative workweeks, motion picture).
  • Workday: any consecutive 24-hour period beginning at the same time each calendar day. Workweek: any 7 consecutive days starting the same calendar day each week (Wage Order definitions).
  • Not computed here: an alternative workweek schedule (AWS) adopted by secret-ballot election under the wage order allows up to 10 hours a day within a 40-hour week without daily overtime.
  • Under an AWS: 1.5x beyond the scheduled day up to 12 hours or beyond 40 a week; 2x over 12 hours and over 8 hours on days beyond the scheduled number of workdays.
  • Health care (Orders 4 and 5) may adopt AWS days of up to 12 hours.
  • Hours already paid at 1.5x or 2x are not counted again toward the 40-hour weekly threshold (no pyramiding), per the wage order text.
  • Agricultural workers (AB 1066): the phase-in is complete. Overtime after 8 hours a day and 40 a week, with 2x after 12, since January 1, 2022 (26 or more employees) and January 1, 2025 (25 or fewer).
  • A missed meal period earns one additional hour of pay at the regular rate per workday, and a missed rest period one more hour. This premium does not count as hours worked for overtime.
  • Not computed here: make-up time.
  • Labor Code 556 relaxes only the one-day-rest-in-seven rule, not seventh-day overtime pay.
  • Not computed here: split shifts. Under the IWC wage orders (for example Order 5, section 4(C)), a split-shift day must pay at least the minimum wage for the hours worked plus one more hour at the minimum wage, unless you live at the workplace. Pay above the minimum wage counts toward that extra hour, so at a higher rate little or nothing more may be owed (the Labor Commissioner’s split-shift FAQ).

What we could not confirm:

  • We could not read Labor Code sections 510, 511, 512 and 556 on October 22, 2026. These rules come from the DIR/DLSE FAQs and the Wage Order 4 text.
  • We could not confirm the Labor Code 556 seventh-day exception (when total hours do not exceed 30 a week or 6 in any one day) from an official source on October 22, 2026.
  • We could not confirm the make-up time rules from an official source on October 22, 2026.
  • Only Wage Order 4 was checked. The other 15 wage orders have industry-specific variations that this row does not cover.

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Open the time card with California
ColoradoCOConfirmedOver 40 h at 1.5×Over 12 h at 1.5×NoneColorado Department of Labor and Employment, Division of Labor Standards and Statistics (DLSS)
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 12 hours in a day at 1.5×; over 40 hours in a week at 1.5×.

Who it covers: Colorado Overtime and Minimum Pay Standards (COMPS) Order, 7 CCR 1103-1. Covers all private-sector work except exempt jobs and employers.

Notes:

  • No averaging across weeks. Comp time in place of overtime pay is not allowed.
  • Partial exemptions: certain sales, medical transportation and Medicaid direct-care 24-hour shifts (exempt from 12-hour overtime), some health-care 80/14 arrangements, agriculture (separate rules) and interstate transport.
  • Overtime is also due for hours past any 12 consecutive hours, even across two workdays. The employer pays whichever of the 40-a-week, 12-a-day or 12-consecutive-hours computations gives higher pay.
  • Not computed here: 12 consecutive hours that cross into a second workday. This calculator counts each shift on the day it starts.
  • COMPS has no double time.
  • Agricultural employees have separate overtime thresholds and extra break rules (INFO #12); this row does not cover them.

What we could not confirm:

  • We could not check the COMPS Order rule text itself (7 CCR 1103-1, current order number for 2026) on October 22, 2026. This row follows the Division’s official INFO #1, updated December 18, 2025, for the 2026 COMPS and PAY CALC Orders.

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Open the time card with Colorado
ConnecticutCTConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Connecticut Department of Labor, Wage and Workplace Standards Division
8 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Conn. Gen. Stat. 31-76c. The section sets no employer-size threshold.

Notes:

  • Exceptions in 31-76i include DOT-regulated drivers and helpers, seamen, certain broadcast staff, executive/administrative/professional (EAP) and outside sales employees, and certain taxi drivers.
  • Also excepted: commissioned inside sales and auto salespeople who meet pay tests (and work 54 hours a week or less), agriculture, certain auto and farm-implement mechanics, and highly compensated mortgage loan originators.
  • Not computed here: in restaurant and hotel-restaurant occupations, the seventh consecutive day is paid at 1.5 times the minimum rate (Mandatory Order No. 8).
  • Public Act 26-12 (signed 2026) requires reasonable break time for breastfeeding or pumping in addition to scheduled breaks. It does not change overtime.

What we could not confirm:

  • We could not confirm from an official source on October 22, 2026 whether other Connecticut mandatory wage orders (for example beauty or mercantile) carry seventh-day premiums.

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Open the time card with Connecticut
DelawareDEConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Delaware Department of Labor, Division of Industrial Affairs (Office of Labor Law Enforcement)
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Delaware has no general state overtime statute. The federal FLSA (over 40 hours a week at 1.5x) applies to covered employers. Delaware Wage & Hour may assist with unpaid-overtime complaints.

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Open the time card with Delaware
District of ColumbiaDCConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.D.C. Department of Employment Services (DOES), Office of Wage-Hour
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: D.C. Minimum Wage Revision Act, D.C. Code 32-1003(c). Applies to employers in the District; the section sets no size threshold.

Notes:

  • DOES: overtime is due after 40 hours of actual work in a seven-day workweek, except for certain salaried executive, administrative or professional employees.
  • Split shift: one additional hour at the minimum wage for each day an employee works a split shift. A meal break of up to one hour does not create a split shift (7 DCMR 906).
  • Minimum daily wage (reporting pay): an employee who reports to work must be paid for at least 4 hours, unless the regular shift is under 4 hours (7 DCMR 907).

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Open the time card with District of Columbia
FloridaFLConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.No state wage-and-hour agency; Florida Attorney General may enforce the state minimum wage
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Florida has no general state overtime law. The federal FLSA applies to covered employers.

Notes:

  • Fla. Stat. 448.01: 10 hours is a legal day’s work for manual labor. Unless a signed written contract provides otherwise, the worker is entitled to “extra pay” for work required beyond 10 hours a day.
  • Not computed here: that “extra pay”. The statute sets no rate for it (it is not a 1.5x rule).

What we could not confirm:

  • We could not confirm from a Florida source on October 22, 2026 that Florida has no state overtime law; Florida has no state labor department. DOL WHD’s state minimum wage table (updated July 1, 2026) shows no premium-pay entry for Florida.

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Open the time card with Florida
GeorgiaGAPartly confirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Georgia Department of Labor - does not enforce overtime; refers to U.S. DOL WHD
2 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Georgia has no state overtime law. The federal FLSA (over 40 hours a week at 1.5x) applies to covered employers.

Notes:

  • Georgia DOL describes overtime only in its “Fair Labor Standards Act” FAQ (the federal rule).

What we could not confirm:

  • We could not confirm from a Georgia source on October 22, 2026 that Georgia has no state overtime law; the O.C.G.A. was not checked. DOL WHD’s minimum wage table shows no premium-pay entry for Georgia.

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Open the time card with Georgia
HawaiiHIConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Hawaii Department of Labor and Industrial Relations, Wage Standards Division
7 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Hawaii Wage and Hour Law, HRS 387-3. Employment covered by the FLSA is excluded from the state law, except that 387-3 applies if the FLSA maximum workweek is higher (HRS 387-1, “employee”, para. (12)).

Notes:

  • People employed at guaranteed compensation totaling $4,000 or more a month are not “employees” under the state law (HRS 387-1; amendments L 2024 c 73 and L 2025 c 115).
  • Also excluded: agriculture where the employer has fewer than 20 employees, and coffee harvesting, among others.
  • Seasonal agricultural processing / first processing exemption (HRS 387-3(e)): for up to 20 employer-selected workweeks a year beginning July 1, overtime is due only after 48 hours in the week.
  • Split shifts: all shifts within a 24-hour period must fall within 14 consecutive hours, except in an extraordinary emergency (HRS 387-3(f)).
  • Air-carrier voluntary shift trades are excluded (HRS 387-3(g)).
  • Daily overtime (over 8 a day, plus weekends and holidays) applies only on State and county public construction projects under HRS ch. 104; this row does not cover them.

What we could not confirm:

  • We could not confirm the effective date of the $4,000 guaranteed-compensation figure from an official source on October 22, 2026. The history note lists L 2024, c 73 and L 2025, c 115.

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Open the time card with Hawaii
IdahoIDConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Idaho Department of Labor, Wage and Hour (wage claims)
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Idaho has no state overtime law. Idaho DOL applies the federal FLSA (over 40 hours a week at 1.5x) and says exemptions are given or approved only by U.S. DOL.

Notes:

  • Each workweek stands alone; there is no averaging.
  • Idaho DOL guide: Idaho law does not require premium pay rates for weekends or holidays worked.

What we could not confirm:

  • We could not confirm from an Idaho source on October 22, 2026 that Idaho has no state overtime statute; Idaho DOL defers entirely to the FLSA. Idaho Code Title 44 ch. 15 was not checked.

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Open the time card with Idaho
IllinoisILConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Illinois Department of Labor, Fair Labor Standards Division
9 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Illinois Minimum Wage Law, 820 ILCS 105/4a. It excludes people working for an employer with fewer than 4 employees, not counting the employer’s parent, spouse, child or other immediate family (105/3(d)(1)). Domestic workers are covered regardless.

Notes:

  • Exemptions in 4a(2) include FLSA-defined executive, administrative and professional employees, agriculture and certain commissioned employees, among others.
  • Up to 10 hours a week of remedial-education time may be excluded (4a(3)).
  • Sunday or holiday work does not by itself trigger overtime.
  • Under ODRISA, each day a required meal period is not provided, and each consecutive 7-day period without 24 hours off, is a separate offense.
  • Hotel room attendants in counties of more than 3 million people (Cook County) have special meal (30 minutes) and paid-break (two 15-minute) rules under 820 ILCS 140/3.1; this row does not cover them further.

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Open the time card with Illinois
IndianaINConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Indiana Department of Labor, Wage and Hour Division
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Indiana Minimum Wage Law, IC 22-2-2-4(f). “Employer” means one with 2 or more employees in a workweek but excludes any employer subject to the FLSA minimum wage provisions. So the state rule matters only for small or non-FLSA employers; FLSA-covered employers follow federal 40-hour overtime.

Notes:

  • Employee exclusions in IC 22-2-2-3 include workers under 16, independent trades, agriculture and domestic work, among others.

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Open the time card with Indiana
IowaIAConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Iowa Department of Inspections, Appeals, and Licensing (DIAL), Labor Services - wage claims (not overtime)
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Iowa has no state overtime law. The federal FLSA applies to covered employers. Iowa DIAL directs overtime claims to U.S. DOL WHD.

What we could not confirm:

  • We could not confirm from an Iowa source on October 22, 2026 that Iowa has no overtime law. This row rests on DIAL directing overtime claims to U.S. DOL and on DOL WHD’s minimum wage table showing no premium-pay entry. Iowa Code ch. 91D was not checked.

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Open the time card with Iowa
KansasKSConfirmedState weekly rule: over 46 h a week at 1.5×. No daily or seventh-day rule.Kansas Department of Labor, Office of Employment Standards
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 46 hours in a week at 1.5×.

Who it covers: Kansas Minimum Wage and Maximum Hours Law, K.S.A. 44-1204. It applies only to employers and employees not covered by the federal FLSA (K.S.A. 44-1202(d) excludes FLSA-subject employers; 44-1204(c)(1) excludes employees covered by FLSA section 7). FLSA-covered employers use 40 hours.

Notes:

  • The rate is 1.5x “the hourly wage rate at which such employee is regularly employed”.
  • Excluded: motor-vehicle salespeople for non-manufacturing dealers, and inmates. The employee definition also excludes agriculture, domestic service, EAP and outside commission sales, and part-time or occasional workers 18 or under, among others.
  • A special 28-day, 258-hour work period applies to EMS, fire and law enforcement.
  • KDOL: overtime is not due merely for working over 8 hours a day, on Sundays or on holidays. An employee cannot waive overtime.

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Open the time card with Kansas
KentuckyKYConfirmedOver 40 h at 1.5×NoneAll hours at 1.5×, only when the week passes 40 hOn the seventh day worked in a row in one workweekKentucky Education and Labor Cabinet, Division of Wages and Hours
10 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×; on the seventh day worked in a row in one workweek: all hours at 1.5× when the week is over 40 hours.

Who it covers: KRS 337.285. The state 40-hour rule does not apply to retail-store employees engaged in selling, purchasing or distributing merchandise; restaurant, hotel and motel employees; certain FLSA 213(b) categories; 24-hour residential child-care staff; and third-party in-home companionship workers.

Notes:

  • KRS 337.010(2) also excludes from “employee” (for 337.275-337.405) agriculture, bona fide executive/administrative/supervisory/professional employees, and employees of retail, service, hotel, motel or restaurant businesses under $95,000 average annual gross sales, among others.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • The retail, restaurant and hotel exclusions remove only the state weekly rule; FLSA overtime still applies to those workers if they are FLSA-covered.
  • Seventh day: the statute’s 40-hour carve-out reads “not permitted to work more than forty (40) hours”. DOL WHD summarizes it as not applying “when the employee is not permitted to work over 40 hours total in the workweek”.
  • This calculator pays the seventh-day premium only when all 7 days are worked and the week exceeds 40 hours, and does not stack it with weekly overtime on the same hour.
  • KRS 337.010 was amended in 2025 (ch. 22) and 2026 (ch. 72, effective April 10, 2026; tipped-employee definitions). No change to the overtime thresholds was found.
  • Compensatory time in place of overtime is allowed for certain county and city public employees; this row does not cover the public sector.

What we could not confirm:

  • We could not confirm from Kentucky Labor Cabinet guidance on October 22, 2026 how the KRS 337.050 40-hour carve-out is measured (hours actually worked or hours permitted). This calculator follows the statute text and DOL WHD’s summary.

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Open the time card with Kentucky
LouisianaLAConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Louisiana Workforce Commission - no overtime enforcement role; refers to U.S. DOL WHD
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: No state overtime law was found. The Louisiana Workforce Commission says Louisiana follows federal FLSA overtime standards and refers complaints to U.S. DOL.

Notes:

  • The federal FLSA (over 40 hours a week at 1.5x) applies to FLSA-covered employers.
  • Louisiana has no state minimum wage law either (DOL WHD).
  • Meal-break rules exist for minors only; this row does not cover them.

What we could not confirm:

  • We could not find a Louisiana statute or LWC page on October 22, 2026 saying outright that there is no state overtime law. This row rests on LWC’s statement that Louisiana follows FLSA overtime standards and on DOL’s table (no premium-pay entry).

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Open the time card with Louisiana
MaineMEConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Maine Department of Labor, Bureau of Labor Standards, Wage and Hour Division
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: 26 M.R.S. §664(3). Applies to employees as defined in §663, whether or not the FLSA covers them.

Notes:

  • Exempt from state overtime: automobile mechanics, parts clerks, service writers and salespersons; mariners; most public employees (except state executive and judicial branch); certain non-hourly motor-carrier drivers and helpers.
  • Also exempt: canning, processing, packing and distribution of agricultural produce, meat and fish products and perishable foods. But egg-processing facilities with more than 300,000 laying birds must pay overtime.
  • The regular rate includes earnings, bonuses and commissions, excluding sums excluded under FLSA 207(e).
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Overtime compensatory time is allowed only for state executive and judicial employees (public sector; not covered by this row).

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Open the time card with Maine
MarylandMDConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Maryland Department of Labor, Division of Labor and Industry, Employment Standards Service
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Maryland Wage and Hour Law, Md. Code, Lab. & Empl. §§3-415, 3-420.

Notes:

  • Excluded employers and employees: railroads subject to 49 USC 10501; nonprofit concert promoters, theaters and music festivals; seasonal amusement or recreational establishments (7 months or less, or receipts test).
  • Also excluded: motor-carrier employees under 49 USC 31502; vehicle and farm-equipment dealer mechanics, partspersons and salespersons; taxicab drivers.
  • Overtime starts after 48 hours for bowling-establishment employees and for employees of non-hospital institutions primarily caring for resident aged, sick or disabled people.
  • Overtime starts after 60 hours for agricultural employees exempt from FLSA overtime.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Overtime is computed on hours over 40 in one workweek (no averaging).

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Open the time card with Maryland
MassachusettsMAConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Massachusetts Attorney General’s Office, Fair Labor Division
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: M.G.L. c.151 §1A. Commissions, bonuses and incentive pay based on sales or production are excluded from the state regular rate.

Notes:

  • Twenty statutory exemptions from state overtime include employees of hotels, motels, gasoline stations, restaurants, hospitals and nursing homes, and non-profit schools and colleges, plus garagemen and farm laborers.
  • Also exempt: seasonal businesses (120 days or less, commissioner-determined), amusement parks (150 days or less), fishermen, seamen, outside sales and bona fide executive, administrative or professional employees.
  • Hotel, restaurant, gas-station, hospital and similar employees lose only the state 40-hour rule; FLSA overtime still applies if they are FLSA-covered.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Sunday and holiday retail work: the current text of M.G.L. c.136 §6(50) and §13 has no premium-pay requirement. Retail Sunday and holiday work is voluntary, and refusal cannot be penalized.
  • Not computed here: a legacy sentence in c.151 §1A excludes retail Sunday or holiday hours paid at 1.5x “as provided in chapter 136” from weekly overtime, unless a CBA says otherwise.
  • Because chapter 136 no longer provides a Sunday or holiday premium, that sentence’s effect today is unclear.
  • Meal-break exemptions (c.149 §101: iron works, glass works, paper mills, letterpress, print works, bleaching and dyeing works) and AG exemptions come from the DOL summary only.

What we could not confirm:

  • We could not read the Attorney General’s mass.gov pages on overtime and Sunday and holiday premium pay on October 22, 2026, including guidance that the premium ended January 1, 2023. The “no premium” conclusion rests on the current statute text, which no longer contains premium language.

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Open the time card with Massachusetts
MichiganMIConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Michigan Department of Labor and Economic Opportunity (LEO), Wage and Hour Division
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Improved Workforce Opportunity Wage Act (IWOWA, PA 337 of 2018, as amended; MCL 408.414a). Covers employers with 2 or more employees aged 16 and older. DOL WHD: state law excludes FLSA-covered employment unless the state wage rate is higher than federal (it currently is).

Notes:

  • Overtime exemptions (LEO poster): employees exempt from FLSA minimum wage (except certain domestic service), executive/administrative/professional, elected officials and appointees, seasonal amusement or recreation (under 7 months), agricultural employees.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • 2025 IWOWA amendments (poster effective February 21, 2025) changed the minimum and tipped wage schedules; LEO’s FAQ says overtime requirements did not change.

What we could not confirm:

  • We could not read the statute text of MCL 408.414a on October 22, 2026. The overtime rule is confirmed from LEO’s required poster and FAQ.

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Open the time card with Michigan
MinnesotaMNConfirmedState weekly rule: over 48 h a week at 1.5×. No daily or seventh-day rule.Minnesota Department of Labor and Industry, Labor Standards
6 sources · read Oct 22, 2026
Coverage and limits

In words: Over 48 hours in a week at 1.5×.

Who it covers: Minn. Stat. §177.25: 1.5x after 48 hours in a workweek. DLI poster: 48 hours applies to “state-only covered” employers and employees; federally (FLSA) covered employers and employees get overtime after 40.

Notes:

  • For FLSA-covered employers (most businesses), the effective threshold is 40 hours under federal law. 48 hours applies only to employers and employees not covered by the FLSA.
  • Health-care facility option (§177.25 subd. 2): by prior agreement, a 14-day work period with 1.5x for hours over 8 in a workday and over 80 in the 14 days (a state version of FLSA 8/80).
  • State overtime exemptions include commission-paid vehicle and farm-implement salespeople, parts people and mechanics; piece-rate on-farm silo builders; certain air-carrier shift trades.
  • Minnesota’s break law changed effective January 1, 2026 (2025 Minn. Laws ch. 6, art. 5). DOL WHD’s tables (last revised January 1, 2023) still show the old rules (meal after 8 hours, “adequate” rest time).

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Open the time card with Minnesota
MississippiMSPartly confirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.No state wage-and-hour agency; Mississippi Department of Employment Security points to U.S. DOL WHD
3 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: No state minimum-wage or overtime law was identified. DOL WHD lists “No state minimum wage law” and no state premium-pay entry for Mississippi.

Notes:

  • The federal FLSA (over 40 hours a week at 1.5x) applies to FLSA-covered employers.

What we could not confirm:

  • We could not confirm from a Mississippi agency or statute on October 22, 2026 that there is no state overtime or break law; Mississippi has no state wage-and-hour agency page on point. This row rests on federal summaries.

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Open the time card with Mississippi
MissouriMOConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Missouri Department of Labor and Industrial Relations, Division of Labor Standards (Wage and Hour)
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: RSMo 290.505. Interpreted per the FLSA; it does not apply to employees exempt from federal minimum wage or overtime (including FLSA 207/213 exemptions and hour-calculation formulas). Employees of retail or service businesses with annual gross sales under $500,000 are not “employees” under the Missouri Minimum Wage Law (RSMo 290.500(3)(m)).

Notes:

  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Seasonal amusement or recreation businesses meeting 29 USC 213(a)(3): state overtime after 52 hours in a week (1.5x).
  • Missouri DOLIR: overtime is based on a 40-hour workweek, not an 8-hour day. There is no state limit on hours.

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Open the time card with Missouri
MontanaMTConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Montana Department of Labor and Industry, Employment Relations Division, Labor Standards (Compliance and Investigations Bureau)
4 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: MCA 39-3-405. Farm workers are exempt from state overtime. Salaried executive, administrative and professional employees and outside sales are exempt (DLI). Holiday, vacation and sick hours do not count toward 40.

Notes:

  • Small non-FLSA businesses (gross sales of $110,000 or less) may pay a $4.00 minimum wage, but the 40-hour overtime rule still applies.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Students employed at seasonal amusement or recreational areas who receive board or lodging: overtime after 48 hours a week.
  • No premium pay for holidays or weekends unless the workweek is over 40 hours (DLI).

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Open the time card with Montana
NebraskaNEConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Nebraska Department of Labor, Labor Standards (wage complaints; not overtime)
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: The Nebraska Wage and Hour Act has no state overtime provision. NDOL directs overtime questions to the U.S. Department of Labor.

Notes:

  • The federal FLSA (over 40 hours a week at 1.5x) applies to FLSA-covered employers.

What we could not confirm:

  • We could not read NDOL’s General FAQ page on October 22, 2026. This row rests on NDOL’s 2026 fact sheet referral to U.S. DOL and the absence of a premium-pay entry in DOL WHD’s state table.

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Open the time card with Nebraska
NevadaNVConfirmedOver 40 h at 1.5×Over 8 h at 1.5×
  • Is your hourly rate under $18.00? (applies if yes)
  • Are you on a mutually agreed schedule of four 10-hour days? (applies if no)
  • Does your employer have $250,000 or more in yearly gross sales? (applies if yes)
NoneNevada Office of the Labor Commissioner
9 sources · read Oct 22, 2026
Coverage and limits

In words: Over 8 hours in a day at 1.5× (with conditions); over 40 hours in a week at 1.5×.

Who it covers: NRS 608.018. Weekly overtime (over 40 in a scheduled week of work) applies to all covered employees regardless of pay rate.

Notes:

  • Exempt: employees not covered by the Nevada constitutional minimum wage; outside buyers; certain commissioned retail or service employees; executive, administrative and professional employees; CBA-covered employees whose agreement provides otherwise; motor-carrier drivers, helpers, loaders and mechanics.
  • Also exempt: railroad and air-carrier employees; trip-rate local delivery drivers; taxi and limousine drivers; agricultural employees; businesses with gross sales under $250,000 a year; vehicle and farm-equipment salespersons and mechanics; certain public-works mechanics.
  • Live-in domestic workers may be exempted by written agreement.
  • 2025 (36th Special Session, SB 8): weekly overtime for employees earning at least 1.5x the minimum wage is now calculated under the FLSA regular-rate regulations (29 CFR 778).
  • Daily overtime: under the Labor Commissioner bulletin effective July 1, 2025, employees earning less than $18.00 an hour get daily overtime; those earning more get only weekly overtime.
  • An employee paid exactly $18.00 is “not less than 1.5x” the minimum wage and so gets weekly overtime only under the statute’s wording.
  • No 2026 daily-overtime bulletin was posted on the Labor Commissioner’s page as of October 22, 2026. The $12.00 minimum wage and $18.00 threshold are stated in the April 2026 FAQ.
  • Not computed here: Nevada’s workday is a rolling 24 hours from the start of work, so a shift starting less than 24 hours after the previous one began can add daily overtime. Here each shift counts on its start day.
  • Home-care employee overtime regulations of the Dept. of Human Services prevail over §608.018; this row does not cover them.

What we could not confirm:

  • We could not confirm on October 22, 2026 whether the Labor Commissioner will issue a July 1, 2026 daily-overtime bulletin with a different figure; none was posted.

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Open the time card with Nevada
New HampshireNHConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.New Hampshire Department of Labor, Inspection Division (Wage and Hour)
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: RSA 279:21, VIII. The state overtime rule excludes employees of employers covered by the FLSA, so in practice it applies only to employers the FLSA does not cover (the FLSA governs the rest). It also excludes seasonal amusement or recreational establishments (7 months or less, or receipts test).

Notes:

  • Either way, overtime is due after 40 hours at 1.5x.
  • Employers paying delivery drivers or sales merchandisers overtime may not use the fluctuating-workweek method (29 CFR 778.114).

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Open the time card with New Hampshire
New JerseyNJConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.New Jersey Department of Labor and Workforce Development, Wage and Hour Compliance
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: N.J.S.A. 34:11-56a4(b)(1); N.J.A.C. 12:56-6.1. Exempt from state overtime: bona fide executive, administrative and professional employees; farm labor; hotel employees; motor-bus common-carrier employees; limousine drivers; livestock care. Each workweek stands alone (no averaging).

Notes:

  • Trucking-industry drivers, helpers, loaders and mechanics who are FLSA motor-carrier exempt must still get overtime at not less than 1.5x the minimum wage.
  • No overtime or double time is required for holidays or weekends as such.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Overtime cannot be waived by agreement (NJDOL FAQ).
  • Health-care mandatory-overtime restrictions exist; this row does not cover them.

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Open the time card with New Jersey
New MexicoNMConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.New Mexico Department of Workforce Solutions, Labor Relations Division
3 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: New Mexico Minimum Wage Act (NMSA 1978 §50-4-22), per NMDWS: 1.5x the regular rate for time over 40 hours in a seven-day workweek. “Very few” exemptions: cotton ginning, agriculture, certain airline employees, and employees excluded from the Act’s definition of “employee”. Salaried non-exempt employees must be paid overtime.

Notes:

  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • NMDWS FAQ: employees in restaurants and hotels cannot work more than 10 hours a day except in emergencies. This is an hours cap, not a pay premium.

What we could not confirm:

  • We could not check the statute text of NMSA §50-4-22 on October 22, 2026. The rule is confirmed through the NMDWS FAQ only.
  • We could not trace the legal basis of the 10-hour daily restaurant and hotel cap to a statute on October 22, 2026.

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Open the time card with New Mexico
New YorkNYConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.New York State Department of Labor, Division of Labor Standards
10 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: 12 NYCRR 142-2.2 (Miscellaneous Industries wage order): 1.5x the regular rate in the manner, methods and exemptions of FLSA §§7 and 13, except that the FLSA 13(a)(2) and (4) exemptions do not apply. Residential employees (who live on the employer’s premises, 142-2.1) get overtime after 44 hours.

Notes:

  • Employees exempt under FLSA §13 (other than 13(a)(2) and (4)) must still get overtime at 1.5x the state basic minimum hourly rate.
  • Separate wage orders cover hospitality (Part 146), building service and farm workers (farm overtime threshold phasing down); this row does not cover them.
  • Spread of hours / split shift (12 NYCRR 142-2.4): one extra hour at the basic minimum hourly wage for any day the spread of hours exceeds 10, there is a split shift, or both.
  • NYDOL generally applies spread-of-hours pay to employees at or near minimum wage under Part 142; in the hospitality order it applies more broadly.
  • Call-in pay (142-2.3): at least 4 hours, or the scheduled shift if less, at the basic minimum wage when an employee reports by request.
  • Day of rest (Labor Law §161, per DOL WHD): certain employers (factories, mercantile, hotels, restaurants and others) must give 24 consecutive hours of rest each calendar week. It is not a pay premium (except for domestic workers).

What we could not confirm:

  • We could not compare the Part 142 text (§§142-2.2 and 142-2.4) with an edition newer than the one “Effective June 24, 2020” on October 22, 2026; the rates in that edition are outdated.
  • We could not confirm from a primary source on October 22, 2026 whether spread-of-hours pay under Part 142 is limited to minimum-wage earners (the NYDOL interpretation).

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Open the time card with New York
North CarolinaNCConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.North Carolina Department of Labor, Wage and Hour Bureau
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: G.S. 95-25.4. G.S. 95-25.14(a)(1) exempts people employed in an FLSA-covered enterprise from the state overtime section (with narrow exceptions), so the state rule mainly reaches employers the FLSA does not cover; the FLSA governs the rest.

Notes:

  • Other state-overtime exemptions include agriculture, domestic workers, seasonal amusement or recreational establishments, motor-carrier drivers, helpers, loaders and mechanics, taxicab drivers, and auto, truck and farm-implement salespersons and mechanics, among others.
  • Either way, overtime is due after 40 hours at 1.5x.
  • Federal FLSA overtime (over 40 hours a week at 1.5x) still applies to FLSA-covered employers whatever the state law says; the more generous standard applies.
  • Seasonal amusement and recreation: NCDOL’s Quick Reference Guide (BR-1900), repeated by DOL WHD, says overtime is due “after 45 hours”.
  • But current G.S. 95-25.14(c)(8) exempts “any employee of a seasonal amusement or recreational establishment” from G.S. 95-25.4 entirely, and 95-25.4(b) was repealed in 1991.
  • Not computed here: a 45-hour rule for seasonal amusement and recreational establishments.

What we could not confirm:

  • We could not resolve on October 22, 2026 the conflict between NCDOL’s guide (45-hour rule) and the current statute text (full exemption) for seasonal amusement and recreational establishments.

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Open the time card with North Carolina
North DakotaNDConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.North Dakota Department of Labor and Human Rights (Wage and Hour)
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: N.D. Admin. Code 46-02-07-02(4) (Minimum Wage and Work Conditions Order). Applies to employers generally, with listed exemptions: executive, administrative and professional, agriculture, live-in domestic, certain commission sales, computer professionals, outside sales, motor carrier 13(b), teachers and highly compensated employees, among others.

Notes:

  • Overtime is computed weekly regardless of pay period; hours may not be averaged.
  • Paid holidays, PTO and sick leave do not count toward overtime hours. All hours in multiple jobs for the same employer count.
  • Taxicab drivers: overtime after 50 hours a week (not 40).
  • Hospitals and residential care establishments may, by agreement with employees, use a 14-day period with 1.5x after 8 hours in a day or 80 hours in 14 days (8/80) instead of the 7-day workweek.
  • The rule was last amended effective October 1, 2012.

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Open the time card with North Dakota
OhioOHConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Ohio Department of Commerce, Division of Industrial Compliance, Bureau of Wage and Hour Administration
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: ORC 4111.03. Follows the “manner and methods” and exemptions of FLSA sections 7 and 13 (and Portal-to-Portal Act sections 2 and 4). “Employer” excludes one with annual gross volume of sales under $150,000 (exclusive of separately stated retail excise taxes). Agricultural employees are excluded.

Notes:

  • Effective version: July 6, 2022 (SB 47). The $150,000 overtime coverage cutoff is in the statute and differs from the inflation-adjusted gross-receipts threshold used for Ohio’s minimum wage.
  • Overtime is computed by FLSA methods, so exemptions and regular-rate rules track federal law.

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Open the time card with Ohio
OklahomaOKConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Oklahoma Department of Labor, Wage & Hour Unit
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Oklahoma has no state overtime law. The federal FLSA (1.5x after 40 hours a workweek) applies to FLSA-covered employers.

Notes:

  • Oklahoma’s minimum wage act excludes employment subject to the FLSA (DOL summary).

What we could not confirm:

  • We could not find an ODOL statement on October 22, 2026 newer than its publication dated “current as of January 14, 2019”. DOL’s current state summary is consistent with it.

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Open the time card with Oklahoma
OregonORConfirmedOver 40 h at 1.5×Over 10 h at 1.5×
  • Do you work in a mill, factory or other manufacturing establishment, a cannery, drier or packing plant, or a seafood processor (not a sawmill, planing mill, shingle mill or logging camp)? (applies if yes)
NoneOregon Bureau of Labor and Industries (BOLI), Wage and Hour Division
11 sources · read Oct 22, 2026
Coverage and limits

In words: Over 10 hours in a day at 1.5× (with conditions); over 40 hours in a week at 1.5×.

Who it covers: ORS 653.261 / OAR 839-020-0030; most employers. Agricultural workers have a separate phased weekly threshold (ORS 653.272): 48 hours in calendar 2025 and 2026, 40 hours from January 1, 2027.

Notes:

  • Workweek: a fixed, recurring 168 hours (seven consecutive 24-hour periods).
  • Different pay rates in one week: overtime uses the weighted average rate (BOLI).
  • Not computed here: agricultural overtime (ORS 653.272, 1.5x): 55 hours a week in 2023-2024, 48 in 2025-2026 (current), 40 from January 1, 2027.
  • Manufacturing and cannery weekly hour caps: 55 hours a week, up to 60 with written employee request or consent; 80-84 hours during an “undue hardship period” for perishable products. These are hour caps, not pay thresholds.
  • Not computed here: sawmills, planing mills, shingle mills and logging camps have an 8-hour/48-hour limit in ORS 652.020(2)(d), but ORS 652.030 bars enforcing it until CA, WA and ID have like laws.
  • Bakeries and tortilla factories must give 5 days’ advance notice before mandatory overtime shifts (BOLI). This is a scheduling rule, not a pay rule.
  • ORS 653.261(1) caps rule-based overtime at 1.5x the regular rate computed without commissions, overrides, spiffs and similar benefits.
  • The Oregon 2026 A&R table lists amendments to ORS 653.020, 653.307 and 653.547 only; none of the overtime sections in this row (652.020, 653.261-653.272) are listed.

What we could not confirm:

  • We could not check the OAR 839-020-0030 and 839-020-0050 rule text directly on October 22, 2026. The weekly overtime rule is confirmed through BOLI’s official pages, which cite OAR 839-020-0050.

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Open the time card with Oregon
PennsylvaniaPAConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Pennsylvania Department of Labor & Industry, Bureau of Labor Law Compliance
4 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Pennsylvania Minimum Wage Act of 1968; 34 Pa. Code 231.41. L&I: the number of employees has no bearing on overtime. Exemptions are in 43 P.S. 333.105(a)-(c).

Notes:

  • Workweek: 7 consecutive days. Overtime cannot be offset by comp time in another week; L&I says comp time in place of overtime pay is not legal in the private sector.
  • Salaried non-exempt employees: the regular rate is total remuneration divided by 40 hours (34 Pa. Code 231.43(g), amended effective 2022).
  • Pennsylvania does not allow the federal fluctuating-workweek (“half-time”) method that divides pay by all hours worked.
  • Hospitals and care establishments may use the 8-and-80 system (over 8 a day and over 80 in 14 days) by agreement (Act 109 of 2012).
  • Retail/service commission exemption: regular rate above 1.5x the minimum wage and more than half of pay from commissions (231.43(f)).

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Open the time card with Pennsylvania
Rhode IslandRIConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Rhode Island Department of Labor and Training, Labor Standards Unit
9 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: R.I. Gen. Laws 28-12-4.1. Exemptions in 28-12-4.3 include salaried executive, administrative and professional employees, agriculture, motor carrier, certain auto dealer sales, parts and mechanic employees, and summer camps open 6 months or less. Under 28-12-4.3(b), no exemption removes overtime owed under federal law.

Notes:

  • Delivery drivers and sales merchandisers: employers may not use the fluctuating-workweek method (29 CFR 778.114).
  • Not computed here: R.I. Gen. Laws 25-3-3 requires at least 1.5x the normal rate for work on Sundays and listed holidays for covered employees. Such work must be voluntary.
  • Holidays (25-3-1(5)): Sunday, New Year’s Day, Memorial Day, Juneteenth, July 4th, Victory Day, Labor Day, Columbus Day, Veterans’ Day, Thanksgiving, Christmas.
  • Many categories are excluded from the Sunday and holiday premium (25-3-1(3)), for example agriculture and maritime, healthcare, restaurants, hotels and recreation, and supervisors. Regulatory exemptions are in 260-RICR-30-05-2.
  • Retail (R.I. Gen. Laws 5-23-2(d)): retail employees working Sundays or holidays get at least 1.5x and a minimum of 4 hours.
  • Retail exceptions: 28-12-4.3(a)(4) exempt employees; bakeries and pharmacies are exempt from the 1.5x and voluntary rules.
  • Retail Sunday and holiday hours paid at 1.5x under 5-23-2 are excluded from the weekly overtime calculation (28-12-4.1(b)). The statute has no such exclusion for non-retail employees.
  • DLT regulation 260-RICR-30-05-2 (amended effective August 17, 2025) defines “retail business” for 28-12-4.1 and lists premium-pay exempt employer classes.

What we could not confirm:

  • We could not check the full exemption list in 260-RICR-30-05-2 verbatim on October 22, 2026.
  • We could not check R.I. Gen. Laws 25-3-6 (regulatory exemptions) on October 22, 2026.
  • We could not confirm from an official source on October 22, 2026 how the 25-3-3 Sunday and holiday premium combines with weekly overtime for non-retail employers; the statute text does not say.

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Open the time card with Rhode Island
South CarolinaSCConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.South Carolina Department of Labor, Licensing and Regulation (LLR), Office of Wages and Child Labor - payment of wages only
4 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: South Carolina has no state overtime law. The federal FLSA (1.5x after 40 hours a workweek) applies to covered employers. SC LLR refers minimum wage and overtime questions to U.S. DOL.

Notes:

  • H. 4751 (2025-2026 session) would add Code 41-10-65 requiring overtime (over 8 a day or 40 a week, per bill summaries). On October 22, 2026, it was still in the House Labor, Commerce and Industry Committee; it is not law.

What we could not confirm:

  • We could not find an SC agency statement on October 22, 2026 saying in so many words that there is no state overtime law. This row rests on LLR referring overtime to U.S. DOL, the pending H. 4751 proposing to add overtime, and DOL’s summary showing no SC premium-pay entry.
  • We could not confirm the 8-hour/40-hour detail of H. 4751 from the full bill text on October 22, 2026; it comes from summaries. The bill is pending, not law.

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Open the time card with South Carolina
South DakotaSDConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.South Dakota Department of Labor and Regulation, Division of Labor and Management
2 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: South Dakota has no state overtime law. The federal FLSA applies to covered employers.

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Open the time card with South Dakota
TennesseeTNConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Tennessee Department of Labor and Workforce Development, Labor Standards Unit - no overtime jurisdiction
7 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Tennessee has no state overtime law for private employers. The TN Department of Labor refers overtime to U.S. DOL; the federal FLSA applies to covered employers.

What we could not confirm:

  • We could not read the TN help-center article “Should I be paid overtime?” on October 22, 2026. “No state overtime law” rests on the TN referrals page (which lists overtime under U.S. DOL) and DOL’s summary.

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Open the time card with Tennessee
TexasTXConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Texas Workforce Commission, Wage and Hour Department (Texas Payday Law wage claims)
5 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Texas has no state overtime law. The Texas Minimum Wage Act excludes FLSA-covered employment (DOL summary); overtime is governed by the FLSA (1.5x after 40 hours in a 7-day workweek).

Notes:

  • TWC: extra hours on one day create no overtime unless the week exceeds 40.

What we could not confirm:

  • We could not check Texas Labor Code ch. 62, or find a TWC sentence saying outright that Texas has no overtime law, on October 22, 2026. This row rests on TWC’s FLSA guidance and DOL’s summary.

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Open the time card with Texas
UtahUTConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Utah Labor Commission, Utah Antidiscrimination and Labor Division (UALD), Wage Claim Unit
2 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Utah has no state overtime law. The federal FLSA applies to covered employers.

Notes:

  • Utah’s minimum wage law excludes FLSA-covered employment (DOL summary).

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Open the time card with Utah
VermontVTConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Vermont Department of Labor, Wage and Hour Program
4 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: 21 V.S.A. 384(b). Applies to “employers” with two or more employees (21 V.S.A. 383(3)).

Notes:

  • Major exclusions from state overtime: employees of retail or service establishments (75% of sales not for resale); hotels, motels and restaurants; seasonal amusement or recreation establishments; certain transportation employees not covered by FLSA overtime; municipal employees.
  • 383(2) also excludes agriculture, domestic service, executive, administrative and professional employees, outside sales, taxi drivers, students and others.
  • Because retail, service, hotel and restaurant workers are excluded from state overtime, the FLSA is often the only overtime rule for them.
  • The statute was amended in 2025 (No. 40, effective July 1, 2025) and 2026 (No. 91 Adj. Sess., effective April 30, 2026); this row uses the current text.
  • Hospitals, public health centers, nursing homes, maternity homes, therapeutic community residences and residential care homes may elect biweekly pay with 1.5x after 8 hours a workday or 80 hours a biweekly period, instead of weekly overtime (384(b)(4)).
  • This is an optional alternative, not a general daily rule.

What we could not confirm:

  • We could not confirm what the 2025 and 2026 amendments changed in 384 and 383 on October 22, 2026; they were not reviewed separately. This row uses the current consolidated text.

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Open the time card with Vermont
VirginiaVAConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Virginia Department of Labor and Industry, Division of Labor and Employment Law (Payment of Wage Unit)
4 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Va. Code 40.1-29.2 (Virginia Overtime Wage Act, as amended 2022) makes violating FLSA overtime requirements actionable under state law (remedies under 40.1-29(K)). “Employer”, “employee”, exemptions and calculation methods are the FLSA’s. In practice: the same 40-hour/1.5x rule and coverage as the FLSA, with state remedies and a 3-year filing window.

Notes:

  • The 2021 Act (Sp. Sess. I c. 445) had its own regular-rate method; the 2022 amendments (cc. 461, 462) replaced it with full FLSA incorporation.
  • 2026 c. 1040 amended 40.1-29.2 and 40.1-29.3; the current text cross-references 40.1-29(K).
  • Va. Code 40.1-29.3: employees of “derivative” air carriers and home-care agency or third-party direct support workers get 1.5x after 40 hours a workweek under a state regular-rate formula.
  • That formula: hourly rate plus other non-overtime wages, minus FLSA exclusions, divided by total hours worked.

What we could not confirm:

  • We could not check the text of 2026 Acts c. 1040 itself on October 22, 2026. This row uses the current Code text (LIS “2026 updated section”); the visible change is the cross-reference to 40.1-29(K).

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Open the time card with Virginia
WashingtonWAConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Washington State Department of Labor & Industries (L&I), Workplace Rights
4 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: RCW 49.46.130; broad coverage. Exclusions include RCW 49.46.010 exempt persons, employees who request comp time in place of overtime (49.46.130(2)(b)), seamen, certain fair seasonal workers, some motor-carrier drivers with equivalent overtime, real-estate licensees, and a retail/service commission exemption.

Notes:

  • Agricultural overtime phase-in is complete: 55 hours (2022), 48 (2023), and 40 hours a week since January 1, 2024 (RCW 49.46.130(6)(c)), the same threshold as other workers.
  • Dairy employees are not “agricultural employees” for this section.
  • Auto, RV, boat and farm-implement commissioned salespeople are paid the greater of hourly-plus-overtime or commission (49.46.130(4)).

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Open the time card with Washington
West VirginiaWVConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.West Virginia Division of Labor, Wage & Hour Section
5 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: W. Va. Code 21-5C-3. “Employer” means one with 6 or more employees in any one separate, distinct and permanent location during any calendar week (21-5C-1(e)). For overtime, an employer is excluded if 80% of its employees are subject to a federal maximum-hours or overtime act (the FLSA).

Notes:

  • Many employee exclusions in 21-5C-1(f), for example executive, administrative and professional, outside sales, agriculture, part-time students, people 62 and older on Social Security, and motor carrier.
  • In practice, West Virginia state overtime covers mainly smaller or intrastate employers where most staff are not FLSA-covered.

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Open the time card with West Virginia
WisconsinWIConfirmedState weekly rule: over 40 h a week at 1.5×. No daily or seventh-day rule.Wisconsin Department of Workforce Development, Equal Rights Division, Labor Standards Bureau
4 sources · read Oct 22, 2026
Coverage and limits

In words: Over 40 hours in a week at 1.5×.

Who it covers: Wis. Admin. Code DWD 274; most employers. Exempt: agricultural employees, certain EAP, outside sales and commissioned employees, taxi drivers, certain motor carrier employees, auto dealer sales, parts and mechanics, and movie theater employees, among others. Most non-profits are not covered, except employees in establishments such as restaurants or hotels.

Notes:

  • No daily overtime and no overtime for a particular day of the week. Paid leave hours do not count toward 40.
  • Breaks under 30 consecutive minutes count as work time and must be paid. Breaks of 30 minutes or more are unpaid only if the employee is relieved of duty and free to leave the premises.

What we could not confirm:

  • We could not check Wis. Admin. Code DWD 274 itself on October 22, 2026. These facts come from DWD’s official pages, which implement DWD 274.

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Open the time card with Wisconsin
WyomingWYConfirmedFederal rule only: over 40 h a week at 1.5×. No state daily, weekly or seventh-day rule.Wyoming Department of Workforce Services, Labor Standards - wage claims (not overtime)
6 sources · read Oct 22, 2026
Coverage and limits

In words: No state overtime law of its own; the federal rule applies (over 40 hours in a week at 1.5×).

Who it covers: Wyoming has no general state overtime law for private employment. The federal FLSA applies to covered employers. The only state overtime rule DWS describes is for public works projects (W.S. 16-6-110).

Notes:

  • DWS: “Overtime: No state penalty.”
  • Public works projects only (W.S. 16-6-110): 1.5x over 8 hours a day or 40 a week. An employee may agree to work over 8 a day without daily overtime if paid 1.5x over 40 a week. Not general private-sector law.

What we could not confirm:

  • We could not find a DWS sentence on October 22, 2026 saying in so many words that Wyoming has no general overtime law. This row rests on DWS describing overtime only for public works, “Overtime: No state penalty”, and DOL’s summary showing no Wyoming premium-pay entry. W.S. Title 27 ch. 4 was not checked.

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Open the time card with Wyoming
  • Straight time
  • Daily overtime 1.5×
  • Double time 2×
  • Day bars run from 0 to 14 hours

How to read a row

“Weekly” is the hour after which overtime starts in a workweek: a fixed, recurring period of seven days that your employer sets. “Daily” is the line inside one workday, drawn to scale on a 14-hour bar. When a state has both, an hour already paid as daily overtime does not count again toward the weekly line, and you are paid under whichever rule gives more.

A rule with conditions applies only when every condition holds: for example, some daily rules depend on how many people your employer has, your hourly rate or an agreed four-day schedule. Most rules have exceptions for certain industries and for employees who are exempt; “Coverage and limits” in each row summarizes them, and the sources are where to read the details for your job.

“Partly confirmed” means the rule shown was read on official pages, but something about it could not be confirmed word for word; the row says what. A state we could not confirm at all would say “Not confirmed” and our calculators would use the federal rule only. We re-read every source on a schedule and log each change in the updates log.

The table was built from 256 official sources, all read on or before October 22, 2026. Every one is listed, with its quote, on the data page.

This table is general information about state law as written, not legal advice about your job. For a ruling on your case, contact the agency named in your state’s row or the U.S. Department of Labor’s Wage and Hour Division.