Tag: state law

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Payroll Challenges by Industry: What California Employers Need to Know

Summary

  • Different sectors in California face unique challenges, from varying pay rates to complex, location-specific labor laws.
  • Industries like hospitality, healthcare, retail, construction, entertainment, and agriculture often struggle to stay compliant while accurately paying staff.
  • A powerful payroll system can help simplify payroll no matter how complex the rules.

California isn’t just known for its beaches and movie sets; it’s also home to some of the most complex labor laws in the country. And those rules can get tricky fast when it comes to payroll. 

But here’s the catch: not every industry is dealing with the same challenges. In California, payroll compliance isn’t one-size-fits-all. Payroll challenges can look different for a restaurant in LA, a construction site in Fresno or a vineyard in Napa. 

So, let’s break it down. Here’s what California businesses in six major industries—hospitality, healthcare, retail, construction, entertainment, and agriculture—need to watch out for when it comes to paying their teams.

Hospitality: Tips, Schedules, and Challenging Payroll Scenarios

Complying with California Tip Laws

California law is clear: all gratuities belong to the employees. That sounds simple, but confusion often arises around who gets the tips, how they should be pooled, and whether tips count toward the regular rate of pay for things like overtime. 

Unlike in other states, California doesn’t allow a tip credit, meaning employers can’t count tips towards meeting the state’s minimum wage. Every nonexempt employee must earn the full minimum wage before tips are factored in.

Workforce.com Solution: Proper tip handling requires a clear, written policy. Setting expectations upfront is vital, whether you allow tip pooling among front-of-house staff or distribution to everyone working a shift. Once your policy is in place, Workforce.com can help manage the rest. The platform integrates directly with your POS system, enabling you to automate tip distribution based on hours worked, roles, or even custom percentages. Tips can be routed through a virtual “tip jar”, ensuring every employee gets their fair share alongside their regular wages.

Also read: Should you Implement Tip Pooling? Pros, Cons, and Best Practices for Restaurants

Managing Predictability Pay

In California, last-minute schedule changes can come at a cost. Cities like Los Angeles enforce Fair Workweek rules that require employers to post schedules at least 14 days in advance. If you cancel a shift, add work hours, change start and end times within that window, you may owe employees additional “predictability pay”. 

Predictability pay counts as regular wages, which means that they are taxed and must be clearly listed on employee pay stubs.

Workforce.com Solution: Demand-based employee scheduling can help you plan ahead and reduce last-minute changes that trigger predictability pay. Workforce.com analyzes key data points like bookings, events, weather, historical sales, and foot traffic to help forecast demand and optimize staffing. 

What if schedule changes happen within the 14-day window? You can set conditions in Workforce.com to automatically calculate predictability pay when certain conditions are triggered. This ensures that premiums are correctly calculated and won’t be overlooked when it’s time to process payroll. 

Healthcare: Minimum Wage Rules and Off-the-Clock Work Risks

Minimum Wage Compliance

Healthcare workers in California are entitled to higher minimum wages, ranging from $18 to $23 per hour, depending on the type of facility. These rates are set to rise in the coming years.

The first challenge with healthcare minimum wages is figuring out which rate applies. Employers need to know whether their organization falls under the covered categories. The Department of Industrial Relations provides a complete list of who qualifies and what rates apply.

However, knowing the applicable rate is just the first step. You also need a system that keeps up with rate increases and ensures that every employee gets paid correctly based on their job and worksite.

Workforce.com Solution: Workforce.com automatically applies the correct minimum wage rate based on each employee’s location and role. You know that your staff is getting paid what the law requires, whether they’re rotating across departments, facilities, or cities.

Preventing Off-the-Clock Work

It’s common in healthcare facilities for employees to start early or stay late to finish tasks. However, when those tasks happen outside of scheduled hours and without proper time logs, employees can be held liable for unpaid wages and penalties.  

What counts as off-the-clock work? Think nurses reviewing charts before clocking in, staff prepping meds after hours, or handoff meetings that happen outside scheduled shifts. These are all job-related tasks for which employees should be compensated.

Workforce.com Solution: It’s all about having an efficient time tracking system. Workforce.com helps by automating clock-ins, generating real-time timesheets, and sending alerts when employees try to clock in or out outside of their scheduled shifts. 

If an employee tries to log in before or after their shift, the system can prompt them to provide a reason, giving managers visibility into potential issues. Aside from preventing unpaid work, it also helps identify whether extra hours qualify as overtime. 

Employee time and attendance information can be turned into reports that help spot recurring patterns and address off-the-clock trends to avoid non-compliance.

Retail: Local Wage Rates, Predictive Scheduling, and Seasonal Staff Challenges

Managing Varying Minimum Wage Rates

Retail business owners in California can face challenges with varying minimum wage rates across cities and counties. If you’re operating stores in both Los Angeles and San Francisco, for example, you’re looking at two different minimum wage rates: $17.28 in LA and $18.67 in San Francisco. Keeping up with local wage ordinances and applying them correctly can make payroll complicated. 

Workforce.com Solution: Workforce.com’s payroll solution automatically calculates pay based on the location listed in each shift and clock-in record. Because payroll, scheduling, and timekeeping are all connected in one ecosystem, there’s no cross-checking required between spreadsheets or separate platforms.

Dealing with Predictive Scheduling Laws

Retailers in California may be under specific predictive scheduling laws, such as the Formula Retail Employee Rights Ordinance in San Francisco. These laws generally require you to post work schedules at least 14 days in advance, and any last-minute changes can mean extra pay for affected employees. That’s great for workers and improving retention, but tough on payroll if you’re constantly shuffling schedules to keep up with fluctuating demand. 

Workforce.com Solution: While last-minute changes are sometimes unavoidable, demand-based scheduling can help minimize them. Workforce.com uses labor forecasting to build more efficient schedules ahead of time. It factors in data like historical sales trends, local events, weather, and customer traffic patterns, helping managers align staffing with actual demand. This means fewer last-minute changes, fewer penalties, and better compliance. And honestly, even if you’re not legally required to, giving employees their schedules early is just good business practice.

Hiring and Paying Part-Time and Seasonal Staff

Retail relies heavily on seasonal and part-time employees, especially during holidays or promotional events. But quick hiring can often lead to messy paperwork, incorrect classifications, and payroll errors. In the rush to fill part-time and seasonal roles, it’s all too easy for key details to fall through the cracks when you’re onboarding at scale. 

Workforce.com Solution: Workforce.com streamlines onboarding with a paperless process that feeds directly into scheduling, time tracking, and payroll. New hires enter their information directly into the system, eliminating manual data entry errors and ensuring every employee is classified correctly from day one. It allows you to hire faster and focus more on training new hires so they can get up and running instead of being buried in onboarding paperwork.

Construction: Job Sites, Overtime Pay, and Workers’ Comp Risk

Multiple job sites

Construction projects rarely happen in just one place. Tracking hours can become complex when you have crews moving between job sites and working varying schedules. It becomes even more problematic when you rely on manual methods or outdated systems. Without accurate time data, you’re more at risk for wage disputes, payroll errors, and staffing gaps. 

Workforce.com Solution: Workforce.com’s mobile time clock uses geofencing to ensure employees clock in at their assigned job site. It’s a simple way to guarantee that time logs are accurate and tied to the right location. This also allows you to monitor which sites are properly staffed and which ones need more support. 

Workers’ Comp and Classification

In California, construction businesses are legally mandated to provide workers’ compensation insurance. While workers’ comp premiums aren’t technically a payroll deduction, complying with this legal requirement depends heavily on accurate employee classification and payroll records.

Getting the classification right is crucial because different tasks come with varying levels of risk. Premiums are calculated based on the work being done. If you misclassify a worker or fail to track task-specific job codes, you could end up paying too much or facing a compliance issue.

Workforce.com Solution: Workforce.com allows you to assign employee classifications, which can include job codes tied to specific tasks or roles. These classifications are then connected to time tracking and scheduling, so when employees clock in or are scheduled for a shift, their job code and classification are automatically reflected in your records. That way, your payroll data stays accurate, and your workers’ comp reporting aligns with the actual work being done.

Keeping Up with Overtime Rules

Overtime is a given in the construction sector. However, overtime rules in California can add another layer of complexity. Beyond the standard 40-hour workweek, employees are also eligible for overtime after 8 hours a day and double time after 12 hours. 

Workforce.com Solution: Workforce.com payroll software handles California’s overtime rules automatically. Whether it’s time-and-a-half after a full 8-hour shift or double time after working 12 hours, the system applies the correct rates once the appropriate conditions are met. 

Agriculture: Break Tracking, Worker Classification, and Piece-Rate Pay

Tracking meal and break times

California state law entitles workers to a paid 10-minute rest break for every 4 hours of work and an unpaid meal break of at least 30 minutes if they work more than 5 hours. It sounds easy on paper, but enforcing these rules on the field can be more challenging with fast-paced work spread across large areas. 

Workforce.com Solution: Workforce.com’s time tracking system helps ensure that your team doesn’t miss legally mandated breaks. It sends break reminders to employees, flags missed or late breaks, and alerts managers when someone’s about to skip one. Every break taken or missed is automatically logged in the system, so you’ve got a clear paper trail come payday or audit time.

Avoiding Employee Misclassification

Misclassifying workers as independent contractors, whether by mistake or misunderstanding, can lead to legal risks. When that happens, workers miss out on wages and protections they’re entitled to, and employers can face penalties. 

To guide employers, California has provided the ABC test to help determine whether a worker should be classified as an independent contractor or not. Unless a worker operates independently, outside the core of your business, and without your control, odds are they need to be classified as an employee.

Workforce.com Solution: Classification starts during onboarding with Workforce.com. Employers can set each new hire’s status right from the beginning, helping avoid errors and payroll discrepancies later.

Managing Piece-Rate Pay

In agriculture, paying by the piece, say, per basket of fruit picked, is common. However, California has strict rules to protect piece-rate workers. You can’t just pay per unit harvested and call it a day. Workers still need to be paid for rest breaks, and their total earnings must meet or exceed the minimum wage. They’re also entitled to overtime and detailed, itemized pay stubs.

Workforce.com Solution: Workforce.com’s time and attendance tools help track every hour worked and every break taken, even for piece-rate workers. If someone’s earnings fall below the hourly minimum wage, the system automatically flags and adjusts it. It also generates detailed pay stubs showing piece rates, break compensation, overtime, and other key wage information. 

Entertainment: High Turnover, Multiple Roles and Rates, Local Labor Laws

Quick Onboarding for Seasonal Work and Rotating Crews

The entertainment industry, whether it’s theme parks, theaters, concert venues, or live events, relies heavily on seasonal staff and rotating crews. That means onboarding needs to be fast and accurate. But rushing this process often leads to errors in tax forms, missing I-9s, or incorrect employee data, all of which can cause payroll issues later.

Workforce.com Solution: Workforce.com makes onboarding fast and paperless. New hires input their own information, upload documents, and complete required forms like the I-9 and W-4 in one secure system. Everything flows automatically into payroll and scheduling.

Managing Multiple Job Roles and Pay Rates

It’s common for entertainment workers to wear multiple hats. One can be an usher one day and a merchandising attendant the next. Often, these roles come with different pay rates. Manually tracking these role changes across shifts is prone to error and slows down payroll processing.

Workforce.com Solution: With Workforce.com, you can assign pay rates by role and location. When managers build schedules, they select the job the employee is working on. Workforce.com then carries that rate through time tracking and straight into payroll. This ensures every shift is accurately paid based on the actual job performed.

Location-specific labor laws

Location-specific labor laws affect entertainment businesses operating in particular localities in California. One such law is the San Francisco Health Care Security Ordinance (HCSO). 

This law requires certain employers to make health care expenditures for employees who:

  • Work at least 8 hours in San Francisco per week
  • Have been employed for more than 90 calendar days
  • Work for a business with 20 or more employees (50 or more for non-profits)

This can cover entertainment employees who meet the criteria, such as ballpark concession workers, ushers, security, janitors, and ticket agents at locations like Oracle Park or Chase Center.

Workforce.com Solution: Much of the eligibility for the San Francisco HCSO is based on hours worked and employment duration, which are all key information that Workforce.com stores and tracks. With everything centralized, employers know exactly who qualifies, how much to remit, and when. Plus, by tracking benefits obligations in real time, you can manage labor costs more effectively while staying compliant.

Much of payroll happens even before you export that timesheet. From onboarding and scheduling to clock-ins and break tracking, every step affects how accurate and compliant your payroll will be.

Workforce.com ties all those steps together in one system. Because time tracking, scheduling, and employee data flow seamlessly into payroll, you get built-in wage and hour automation that reduces errors and keeps you compliant, whether you’re navigating complex labor laws in California or operating in a more relaxed regulatory environment.

Discover how Workforce.com simplifies payroll. Get a demo today.

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Paid Sick Leave in Missouri: What Employers Need to Know as Repeal Efforts Loom

Summary

  • Paid sick leave in Missouri will take effect on May 1, 2025. However, some groups and state lawmakers are currently opposing it.
  • Under the law, employees can accrue an hour of paid sick leave for every 30 hours worked.
  • More than a compliance plan, employers need an all-in-one system that adapts as the law evolves.

Paid sick leave in Missouri is set to take effect on May 1, 2025. Proposition A, approved by Missouri voters in November 2024, introduces significant changes to the state’s labor laws, including mandatory paid sick leave for many workers. 

Under the new law, employees will accrue one hour of paid sick leave for every 30 hours worked. Businesses with fewer than 15 employees must offer up to 40 hours of paid sick leave per year, while larger employers must provide up to 56 hours annually. Exceptions apply to certain workers, like government employees and businesses making less than $500,000 in annual revenue. 

In addition to paid sick leave, Proposition A also increases the minimum wage to $15 by January 1, 2026.

Efforts to repeal Proposition A

Proposition A faces pushback from business advocacy groups and state lawmakers who argue the law is flawed and burdensome for employers. 

The Missouri Chamber of Commerce and Industry, the Missouri Grocers Association, the Missouri Restaurant Association, the National Federation of Independent Businesses, and three individuals linked to these organizations have filed a lawsuit challenging Proposition A with the Missouri Supreme Court. 

The plaintiffs claim the ballot summary and fiscal note were misleading and argue that Proposition A violates the state constitution’s single subject rule by combining minimum wage and sick leave provisions into one measure. 

Lawmakers are also moving to repeal Proposition A. House Bill 567 pushes to overturn paid sick leave rules and remove inflation-based minimum wage adjustments. The bill has passed the Missouri House and is currently being considered by the Senate. However, it doesn’t have an emergency clause, which means that even if it’s enacted, it would not become effective until August 28, 2025.

Tips for managing Missouri’s paid sick leave law

Missouri’s new paid sick leave law isn’t just a challenge for policymakers. It also puts employers in a tough spot. Businesses must balance compliance with labor laws while staying agile in case of legal or legislative changes. Here’s how employers can stay ahead. 

Focus on the facts and prepare accordingly

Proposition A will take effect on May 1, 2025. Therefore, employers should be ready to implement paid sick leave policies by that date. 

  • Notify employees in writing about the earned paid sick time policy by April 15, 2025, as mandated by the law. 
  • Ensure payroll and scheduling systems are updated to track sick leave accrual and usage. 
  • Train managers on policy changes to avoid confusion and ensure employee questions can be addressed.

Monitor any legal developments 

Labor laws are constantly changing, and Proposition A remains a pressing issue in Missouri courts and legislature. Rules can change at any time, and employers must always be updated about developments.

Check the Missouri Department of Labor for official updates and guidance, monitor senate discussions, and review bill statutes and amendments to stay on top of changes that could impact compliance.

Be prepared to adjust

Missouri’s paid sick leave laws can change at any time. With lawsuits and legislative challenges underway, they could be amended, repealed, or upheld. A flexible system allows employers to adjust quickly, regardless of the outcome. 

Workforce.com helps organizations stay compliant and adapt to potential changes by:  

  • Automatically tracking sick leave accrual based on hours worked. 
  • Providing employees real-time access to their leave balances via a mobile app. 
  • Calculating accurate sick leave payouts and preventing payroll errors.
  • Employees can check their leave balances anytime through the employee mobile app. 
  • Offering real-time visibility into who’s out sick, helping managers fill vacant shifts with available and qualified staff. 
  • Enabling HR teams to instantly adjust policies and ensure staff have easy access to updated rules. 

Missouri businesses need more than just a plan. They need a system that adapts as Proposition A evolves. A flexible, all-in-one system for time and attendance, employee scheduling, HR, and payroll is vital to keeping up. Workforce.com simplifies compliance and helps you adapt to legislative changes with ease. Book a call to learn how. 

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Jury duty laws in every US state (2025)

Astronaut on the witness stand

Summary: 

  • Federal law doesn’t require employers to provide employees leave, compensation, or benefits for jury duty-related absences. It is up to states and employers to determine these rules. 

  • There are 10 states (plus the District of Columbia) that require employers to pay employees serving mandatory jury duty.

  • 17 states explicitly prohibit employers from requiring employees to use paid vacation or any other personal leave due to jury duty obligations.

While jury duty is legally required for those selected, most US citizens view it as not just a responsibility but also as an important civic function. According to Bar Prep Hero’s recent study, 60.2% believe jury duty should be mandatory for all citizens.

Some would rather avoid it if possible. Bar Prep Hero’s survey found that 9.2% admitted that they lied during jury selection in order to get out of jury duty. The biggest reason people want to avoid jury duty is that they see it as a financial inconvenience. 

When employees have to attend court for jury duty, they are unable to go to work for as long as the trial lasts. And even though employees are required by law to fulfill their jury duty if summoned, employers in a majority of states are not obligated to compensate them for working hours missed as a result of jury duty. 

Are you, as an employer, obligated to compensate or grant additional PTO to staff on jury leave? If you’re not sure, we’ve made a complete guide of jury duty laws by state to help you understand your legal obligations. 

How does jury duty work? 

Jury duty is not only a legal obligation but also an opportunity for American citizens to participate in their country’s judicial process firsthand. 

The jury selection process differs slightly depending on the jurisdiction, but it most commonly includes the following steps:

  • Summoning potential jurors: Potential jurors are randomly selected from a pool of eligible individuals. This pool is usually compiled from voter registration lists, driver’s license records, or other sources, depending on the jurisdiction.
  • Questionnaires: Potential jurors must complete questionnaires, answering basic questions about their occupation, educational background, and any potential biases or conflicts of interest. Diversity is an important factor when selecting juries. 
  • Jury panel selection: A group of potential jurors is called to the courtroom, and they are seated in the jury box. The judge and attorneys question potential jurors to determine their suitability for the case. The purpose is to identify any biases, prejudices, or personal experiences that could impact their ability to be impartial.

The judge and attorneys then select the final jurors who will serve on the jury for the trial. Their duty is to follow the trial proceedings — to listen to the evidence presented, witness testimonies, and arguments from both sides. Their duty is complete once the jury deliberates together and reaches a verdict based on the evidence and instructions provided by the judge.

While the length of your jury duty depends on the complexity of the trial, the Commonwealth of Massachusetts claims that most people finish their jury duty in a matter of one to three days in that state. Once a person has served jury duty, they will not be required to do so again for at least another three years. 

What federal laws say about employer responsibilities regarding jury duty 

According to the Fair Labor Standards Act (FLSA), federal law doesn’t require employers to provide employees paid leave for jury duty or with compensation or benefits. 

However, state laws are a different matter. Some states require employers to pay an employee while they are serving jury duty. Many have laws protecting employees from being fired or penalized while serving jury duty. Several have laws requiring employers to allow employees to use their paid time off (PTO) if they wish to do so for jury service. 

Employers also have the ability to create their own jury duty policies for employees. For example, employers in states that don’t require them to compensate employees for jury duty could create their own policy that does offer compensation in order to stand out from competitors in terms of employee benefits. 

Jury duty laws by state

Most employees don’t know what the laws regarding jury duty are in their state. That’s why it’s important for human resources (HR) professionals to have a full understanding of their legal requirements regarding jury duty leave, as well as their company’s specific policies if any exist. 

A total of 10 states (plus the District of Columbia) require employers to pay employees who are called to serve mandatory jury duty:

  1. Alabama
  2. Colorado
  3. Connecticut
  4. Florida (Broward County and Miami-Dade County) 
  5. Georgia
  6. Louisiana
  7. Massachusetts 
  8. Nebraska
  9. New York
  10. Tennessee 

There are also 17 states that explicitly prohibit employers from requiring employees to use any personal leave to fulfill their jury duty obligations.

  1. Alabama
  2. Arizona
  3. Arkansas
  4. Indiana
  5. Louisiana
  6. Massachusetts
  7. Mississippi 
  8. Missouri
  9. Nebraska
  10. Nevada
  11. New Mexico
  12. New York
  13. Ohio
  14. Oklahoma
  15. Oregon
  16. Utah 
  17. Virginia

Even though not every state mandates that employees be paid when serving jury duty, every state has laws against employers discharging or penalizing employers for serving jury duty — or threatening to do so. 

For quick reference, check this table to see if your state mandates employers to pay for employee jury duty absences and if employees are required by law to use personal time off for jury duty. 

State Are employers mandated to pay for jury duty absences? Are employers prohibited from requiring staff to use PTO for jury duty?
Alabama Yes Yes
Alaska No No
Arizona No Yes
Arkansas No Yes
California No No
Colorado Yes No
Connecticut Yes No
Delaware No No
D.C.  Yes for jury service carried out by full-time employees for five days or less, minus the fee received for jury service. Employers with less than 10 staff are not required to pay compensation for employees who serve as jurors. No
Florida Yes in certain countiesIn Broward, employers must provide compensation to full-time employees for up to five days of jury service. In Miami-Dade, employees are entitled to pay when specific conditions are met. No
Georgia Yes No
Hawaii No No
Idaho No No
Illinois No No
Indiana No Yes
Iowa No No
Kansas No No
Kentucky No No
Louisiana Yes, but only up to a single day of service.  Yes
Maine No No
Maryland No No
Massachusetts  Yes, but only for the first three days of jury duty.  Yes
Michigan  No No
Minnesota No No
Mississippi No Yes
Missouri No Yes
Montana No No
Nebraska Yes, but their pay may be reduced by the fees paid by the court. Yes
Nevada No Yes
New Hampshire No No
New Jersey  No No
New Mexico No Yes
New York Yes Yes
North Carolina No No
North Dakota No No
Ohio No Yes
Oklahoma No Yes
Oregon No Yes
Pennsylvania No Yes
Rhode Island No, unless required by contract or collective bargaining agreement. No
South Carolina No No
South Dakota No No
Tennessee Yes  No
Texas No No
Utah No Yes
Vermont No No
Virginia No Yes
Washington No No
West Virginia No No
Wisconsin No No
Wyoming No No

Here’s a more in-depth look at some states that have more specific jury duty laws:

Alabama

Alabama state law requires employers to grant paid leave for jury duty to full-time employees. To be eligible for paid leave, the employee must show their employer the jury summons on the next workday after receiving it. 

If a company has five or fewer full-time employees, only one employee can serve jury duty at a time. The court will automatically postpone or reschedule jury duty if a second employee is summoned during the same time. 

Colorado

Colorado laws require employers to pay employees up to $50 per day for the first three trial days of jury duty unless the employer has a policy in which they are obligated to pay more. This law includes not just full-time salaried employees but also part-time, temporary, and casual employees. 

Connecticut

Connecticut laws stipulate that employers must pay full-time employees regular wages for the first five days of jury service. The only way employers can be excused from paying is by submitting an application to the Chief Court Administrator with proof of sufficient financial hardship. 

District of Columbia 

District of Columbia laws require employers to provide employees with leave to serve jury duty. However, the laws don’t require employers to offer paid leave.

Florida

There is no state law in Florida that requires employers to pay employees for jury duty. However, there are several county ordinances that do. In Broward County, employees must be paid a regular salary for up to five days of jury duty-related leave, provided that the employee gives a copy of the summons to their immediate supervisor at least five days before the first day of scheduled jury duty. 

In Miami-Dade County, employers must pay employees for jury service if: 

  • The employee has a regularly scheduled workweek of at least 35 hours.
  • The employee provides a copy of the summons at least five working days prior. 
  • The employee is serving their jury duty in Miami-Dade County.
  • The employer has 10 or more full-time employees.
  • The employer has offices or does business in Miami-Dade County.

Georgia

Even though Georgia laws do not require employers to offer paid leave for jury service, the Attorney General issued an opinion in 1989 interpreting a statute as requiring employers to pay employees for jury service leave. 

Massachusetts

In Massachusetts, employers must pay employees at the regular rate for the first three days of jury duty. This includes part-time, temporary, and casual employees.

Nevada

In Nevada, employers are not required to pay any wages for time spent serving on a jury. However, they can’t require staff to work within eight hours of the time they’re supposed to serve. 

Also, on the day of jury duty, employees can’t be required to work between 5:00 p.m. and 3:00 a.m.

New York

According to New York State laws, employers with ten or more employees must pay the first $40 of the employee’s regular daily wages for the first three days of jury duty. 

Oregon

In Oregon, it’s common for employers to have internal policies that mandate regular pay for employees on jury duty; however, it is not legally required by the state. Employers are, however, prohibited from requiring staff to take personal leave for jury duty service. 

Tennessee

Tennessee laws mandate that employers who have five or more employees must pay for time spent serving jury duty as long as the employee has been with the company for at least six months. 

Create your own jury duty policies

All employers have the ability to create their own jury duty compensation policies regardless of what state laws mandate.

If you’re looking to develop your own employer policy, here are a few key areas to consider: 

  • Legal obligations: Familiarize yourself with the state laws and regulations pertaining to jury duty. Understand the rights of employees and any legal obligations you have as an employer to accommodate them.
  • Criteria to qualify: Establish a process to verify employee eligibility for jury duty. Typically, employees may be required to provide a copy of their jury duty summons or a letter from the court confirming their selection. 
  • Leave policies: Outline the specific time-off policies for employees serving on jury duty very clearly. For example, if you give them paid days off, determine whether jury duty days count against their PTO total. 
  • Compensation: Decide how you will handle compensation. Determine whether employees will continue to receive their regular salary or another fixed amount per day. 

Once created, focus on clearly communicating your policy to employees. Ensure they understand their rights and responsibilities related to jury duty and how the company will support them during their absence.

Consider expressing support and encouragement to employees who are serving on juries. Acknowledging the importance of their participation in the legal system will help foster a positive work environment that values civic engagement.

Manage jury duty absences easily with Workforce.com

Once you have developed your jury duty policy, it’s important to maintain accurate records of employees’ jury duty absences, leave taken, and any related compensation or benefits provided to help ensure compliance with legal requirements and facilitate fair treatment across the company.

Contact us today to learn how Workforce.com can help you easily comply with your state’s jury duty leave policies.

This information is for general purposes only and should not be considered legal advice. While we strive to keep it updated, labor laws and regulations can change at any time. It’s always a good idea to consult with a legal professional or relevant authorities to comply with the most current standards.

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Severance pay & final paycheck laws by state (2025)

Astronaut holding a paycheck

Summary

  • There are no state or federal laws regarding severance pay.

  • Organizations might consider implementing severance pay agreements to improve employer-employee relations, boost employer branding, strengthen retention and acquisition, and avoid legal disputes. 

  • While there are no federal or state laws in relation to severance pay, there are state laws on when an employee’s final paycheck is to be processed. – More

Have you ever considered the critical role that severance pay plays in protecting your organization and its employees during workforce transitions? Severance pay refers to the financial compensation provided by an employer to an employee upon termination of employment. It is typically based on factors such as length of employment and employment contract terms. 

Click here to see final paycheck laws

Severance benefits provide the terminated employee with a vital safety net, offering financial support and stability for people until they find a new job. They also offer significant benefits for organizations. 

Severance pay helps maintain employee morale and fosters a positive work environment during challenging workforce transitions. By including severance pay as part of your compensation package, you demonstrate your commitment to supporting employees and enhancing the organization’s reputation as a compassionate and responsible employer.

What does the law say about severance pay?

Neither federal nor state laws in the United States mandate severance pay. The U.S. Department of Labor clarifies that “severance pay is a matter of agreement between an employer and an employee (or the employee’s representative),” with no requirement under the Fair Labor Standards Act (FLSA).

However, it’s important to note that certain circumstances may trigger legal requirements related to severance pay. One such regulation is the Worker Adjustment and Retraining Notification (WARN) Act. The WARN Act applies to businesses with a certain number of employees and requires employers to provide advance notice of plant closings or mass layoffs. While the WARN Act doesn’t specifically mandate severance pay, it may come into play in situations where employers fail to comply with the required notice period.

Employers should know the WARN Act’s provisions and seek legal advice to ensure compliance when contemplating workforce reductions or closures. Although severance pay is not universally mandated, employers must navigate these potential legal considerations and make informed decisions to uphold fairness, ethical practices, and employee welfare if they are to offer it as an employee benefit.

Should your organization consider offering severance packages? 

In the absence of any state or federal law, is it worth offering severance packages to soon-to-be former employees? There are a number of pros and cons to including severance agreements in your company policies. Understanding these can help you make an informed decision that aligns with your organization’s values and goals.

The benefits of offering severance pay include the following:

  1. Employee transition support: Severance pay provides employees with a cushion to manage the transitional period between jobs. It can help cover expenses such as job search costs, the continuation of health insurance, and retraining and facilitate a smoother transition to new employment.
  2. Positive employer-employee relationships: Providing severance pay builds trust and fosters a positive relationship between employers and employees. It sends a message that the organization cares about its workforce beyond just their time of employment, strengthening loyalty and engagement. This positive relationship can increase productivity, employee satisfaction, and a more supportive work environment overall.
  3. Talent acquisition and retention: Offering severance pay as part of your compensation package can attract top talent to your organization. Prospective employees may view it as a sign of a supportive and compassionate workplace, increasing their interest in joining your team. Moreover, existing employees may feel more secure and committed, knowing that the organization values their well-being, potentially reducing turnover rates.
  4. Mitigation of potential legal risks: Although it’s not part of any employment law, offering severance pay can help mitigate potential legal risks. By providing a fair and structured severance package and establishing clear terms for separation in your employee handbook, you minimize the likelihood of unpleasant legal disputes.

The drawbacks of offering severance pay include:

  1. Financial impact: Severance pay can be a significant financial commitment for organizations, especially during large-scale layoffs or restructuring. Considering the potential costs and ensuring that offering severance packages aligns with your budgetary constraints is essential.
  2. Setting a precedent: Offering severance pay may establish a precedent for future terminations or workforce transitions. Establishing consistent HR policies and guidelines is crucial to avoid perceived inequalities or inconsistencies in severance package offerings.
  3. Impact on retention and turnover: While severance pay can support departing employees, it may also inadvertently encourage voluntary turnover. Some employees may view the availability of severance pay as an opportunity to leave the organization, potentially impacting retention efforts.

Webinar: How to Increase Manager Retention

Ultimately, the decision to offer severance packages should be based on your organization’s unique circumstances, values, and long-term objectives. By carefully considering the pros and cons, you can strike a balance that supports both your employees and your organizational goals.

Scenarios where severance pay might be beneficial

Severance pay is a valuable resource for employers and employees during workforce transitions. By exploring these scenarios, we can shed light on the benefits of severance pay and its role in supporting employees during critical moments of job loss or transition.

  • Workforce reductions or layoffs: During times of downsizing, layoffs, or restructuring, offering severance pay can help ease the financial impact on affected employees. It provides them with a lump sum or structured payments based on their service length, helping bridge the gap between jobs and maintain a sense of financial security.
  • Employment termination without cause:  When terminating an employee without cause, offering severance pay can mitigate the potential legal risks associated with such terminations. It demonstrates fairness and goodwill, providing a financial cushion to support the employee during their job search or transition period.
  • Non-compete and confidentiality agreements: In situations where employers require employees to sign non-compete or confidentiality agreements, offering severance pay can provide a financial incentive for departing employees to uphold their obligations, protecting the employer’s business interests.

It is important to note that the applicability and specifics of severance pay may vary based on the employer’s policy, employment agreements, and applicable federal and state laws for things like insurance benefits, unemployment benefits, non-compete clauses, and unused vacation. It is good practice to consult employment attorneys to ensure compliance and fairness.

Final paycheck laws

While there are no specific federal or state laws mandating severance pay, “final paycheck” laws surrounding termination of employment vary between states. Final paycheck laws dictate the timing and requirements for providing employees with their last paycheck after leaving a job.

Final paycheck laws refer to the legal regulations employers must adhere to when issuing final payments to employees leaving their positions. These laws cover aspects such as the timeframe for payment, differentiating between voluntary resignations and involuntary terminations, and whether accrued vacation time should be included in the final payment. The specifics of these laws can vary significantly from state to state, so it’s crucial to understand and comply with the regulations that apply to your jurisdiction.

To assist you in navigating the intricacies of final paycheck laws, we have compiled a comprehensive table outlining the specific requirements and guidelines for each state in the US as of 2023. In the table, we have differentiated between situations where an employee resigns voluntarily or if they are fired. For more in-depth information, click on the respective state hyperlinks. 

State Final wages (voluntary resignation) Final wages (if employee is fired)
Alabama N/A N/A
Alaska Paid by the next scheduled payday that is at least three (3) working days after their last day worked. Within three (3) working days of termination (not counting weekends and holidays)
Arizona Paid by the next scheduled payday Within seven (7) business days or the next payday (whichever is sooner)
Arkansas Paid by the next scheduled payday Paid by the next scheduled payday. If employers fail to do so within seven (7) days of the next regular payday, they must pay double the wages due
California Within 72 hours or at the time of quitting (time periods may vary by industry) Immediately
(time periods may vary by industry)
Colorado Paid by the next scheduled payday Immediately 
Connecticut Paid by the next scheduled payday Paid by the next business day if discharged or fired. Next regular payday if laid off.
Delaware Paid by the next scheduled payday Paid by the next scheduled payday
District of Columbia Within seven (7) business days or the next payday (whichever is sooner) Paid by the next business day
Florida N/A N/A
Georgia N/A N/A
Hawaii Immediately or next scheduled payday, depending on date of final notice Immediately or next business day
Idaho 1) Within ten (10) working days or the next payday, or 2) if the employee requests an earlier payment in writing, it must be within 48 hours of receiving the request (whichever is sooner) 1) Within ten (10) working days or the next payday, or 2) if the employee requests an earlier payment in writing, it must be within 48 hours of receiving the request (whichever is sooner)
Illinois Paid by the next scheduled payday Paid by the next scheduled payday
Indiana Paid by the next scheduled payday Paid by the next scheduled payday
Iowa Paid by the next scheduled payday Paid by the next scheduled payday
Kansas Paid by the next scheduled payday Paid by the next scheduled payday
Kentucky Paid within fourteen (14) days or the next scheduled payday (whichever is later) Paid within fourteen (14) days or the next scheduled payday (whichever is later)
Louisiana Paid by the next scheduled payday or within fifteen (15) days (whichever is sooner) Paid by the next scheduled payday or within fifteen (15) days (whichever is sooner)
Maine Paid by the next scheduled payday Paid by the next scheduled payday
Maryland Paid by the next scheduled payday Paid by the next scheduled payday
Massachusetts  Paid by the next scheduled payday or, in the absence of a regular payday, the Saturday that follows an employee’s resignation Immediately
Michigan Paid by the next scheduled payday. For employees engaged in any phase of the hand harvesting of crops, final pay must be given within 1 working day of termination. Paid by the next scheduled payday. For employees engaged in any phase of the hand harvesting of crops, final pay must be given within 1 working day of termination.
Minnesota Paid by the next scheduled payday that’s at least five (5) days after an employee’s last day but no more than 20 days after their final day Within 24 hours of receiving a demand from employee
Mississippi N/A N/A
Missouri N/A Immediately
Montana Paid by the next scheduled payday or fifteen (15) calendar days (whichever is sooner) Immediately (within four hours or end of the business day, whichever occurs first)OR

In presence of a written policy that extends the time for payment, the wages may not be delayed beyond the next payday or fifteen (15) calendar days (whichever is sooner)
Nebraska Paid by the next scheduled payday or within two (2) weeks (whichever is sooner) Paid by the next scheduled payday or within two (2) weeks (whichever is sooner)
Nevada Paid by the next scheduled payday or within seven (7) days (whichever is sooner) Within three (3) days
New Hampshire Paid by the next scheduled payday or within 72 hours (if employee gives notice of at least one pay period) Within 72 hours of time of termination
New Jersey Paid by the next scheduled payday Paid by the next scheduled payday
New Mexico Paid by the next scheduled payday, unless there’s a written contract stating a designated period Within five (5) days after termination. But if pay calculation is based on tasks or commissions, final paycheck must be paid in 10 days.
New York Paid by the next scheduled payday Paid by the next scheduled payday
North Carolina Paid by the next scheduled payday Paid by the next scheduled payday
North Dakota Paid by the next scheduled payday As agreed upon by both parties. If there’s no agreement, the employee must pay via certified mail at an address designated by the employee.
Ohio Next regular payday or within 15 days of termination, whichever comes sooner. Next regular payday or within 15 days of termination, whichever comes sooner.
Oklahoma Paid by the next scheduled payday Paid by the next scheduled payday
Oregon Immediately if the employee gave 48 hours’ notice. Otherwise, within five (5) days or the next scheduled payday (whichever comes first) Next business day
Pennsylvania Paid by the next scheduled payday Paid by the next scheduled payday
Rhode Island Paid by the next scheduled payday or paid within 24 hours if the termination is a result of the liquidation, merger, disposal, or moving of the business out of state. Paid by the next scheduled payday or within 24 hours if the termination is a result of liquidation, merges, disposing of the business or moving the business out of state.
South Carolina Within 48 hours or the next scheduled payday — not to exceed 30 days Within 48 hours or the next scheduled payday — not to exceed 30 days
South Dakota Paid by the next scheduled payday or when employee returns any company property Paid by the next scheduled payday or when employee returns any company property
Tennessee Paid by the next scheduled payday or within 21 days (whichever occurs last) Paid by the next scheduled payday or within 21 days (whichever occurs last)
Texas Paid by the next scheduled payday Within six (6) days
Utah Within 24 hours Within 24 hours
Vermont Paid by the next scheduled payday, or, if there is no regular payday, the following Friday  Within 72 hours
Virginia Paid by the next scheduled payday Paid by the next scheduled payday
Washington Paid by the next scheduled payday Paid by the next scheduled payday
West Virginia Paid by the next scheduled payday Paid by the next scheduled payday
Wisconsin Paid by the next scheduled payday Paid by the next scheduled payday or 24 hours if the termination is due to a merge, company liquidation, or ceasing business operations
Wyoming Paid by the next scheduled payday Paid by the next scheduled payday

Get final paychecks right with Workforce.com

Regardless of the reason why you’re issuing a final paycheck, may it be due to voluntary resignation or laying off employees, you need to get their final paychecks right – from computation to timely release. However, it can get complicated because of varying state rules. 

Webinar: How to Tackle Critical Workplace Issues

Workforce.com’s payroll platform ensures that final paycheck computations are correct according to applicable state rules. It also takes into account everything that goes into that final paycheck, from deductions, accrued PTOs, time worked all within the scope of your company policies and that of the state or federal government. 

Saying goodbye to employees, regardless of the circumstances, is never easy. Workforce.com helps lighten the administrative load, ensuring a smooth offboarding process and fostering an amicable end to the employment relationship.

Discover how Workforce.com can simplify payroll and HR processes for your hourly teams. Book a demo today. 

This information is for general purposes only and should not be considered legal advice. While we strive to keep it updated, laws and regulations can change at any time. It’s always a good idea to consult with a legal professional or relevant authorities to compliance with the most current standards.

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Paid Sick Leave Laws: State by State (2025)

Summary

  • There is no federally mandated paid sick leave law. 

  • The Family and Medical Leave Act (FMLA) may allow eligible employees to take up to 12 weeks of unpaid leave for certain health-related situations.

  • More than 20 states have implemented their own paid sick leave laws – see them here 

Paid sick leave refers to time off that workers can use if they are sick, injured, or require medical care. It can also be used when an employee needs to attend to a family member or loved one for medical reasons, including elder care or child care. Paid sick time also covers mental health and preventative care.

Some sick leave policies also cover leave when an employee or their loved one is a victim of sexual assault or domestic violence.

Different countries around the world have varying laws and policies surrounding paid sick leave, including the number of days allocated to an employee every calendar year, whether they can carry over an accrual of unused sick leave, and differences in entitlement between full-time and part-time workers. 

What federal law says about paid sick leave

The United States is the only nation with an advanced economy that does not offer its workers federally mandated paid sick leave. 

Although there are no requirements for regular paid leave at the federal level, there are rules that allow employees to take unpaid leave under certain circumstances. The Family and Medical Leave Act (FMLA) states that eligible employees can take up to 12 weeks of unpaid leave. This is used for “certain medical situations for either the employee or a member of the employee’s immediate family.”

Eligible employees are those who have worked with their current employer for at least a year and have done a minimum of 1,250 hours of work in the last 12 months. 

But that doesn’t mean Americans go without any sick leave benefits. According to the Bureau of Labor Statistics, 79% of US workers in the private sector had access to paid sick leave in March 2022. This figure varies depending on the industry, and, in fact, 54% of people working in the leisure and hospitality sector have paid sick time.  

As an employer or HR executive, you must first be aware if your state requires you to offer paid sick leave and under what conditions. If you’re not bound by law, sick leave is still something worth considering for the sake of your employees’ physical and mental well-being. 

Paid sick leave laws by state

Research shows that an average person works 10.5 days in a year while not feeling well and 47% said that they’d “power through” instead of taking a sick day.

This has led some states to implement their own sick time laws. Companies that fall outside of those states also have the option to implement their own policies. 

There are currently 22 states, including Washington D.C., that have paid sick time laws. Click on your state to get a brief overview of what you need to know:

Alaska

Arizona

California

Colorado

Connecticut

Maine

Maryland

Massachusetts

Michigan

Minnesota

Missouri

Nevada

Nebraska

New Jersey

New Mexico

New York

Oregon

Rhode Island

Vermont

Virginia

Washington

Washington D.C.

Alaska

Starting July 1, 2025, Alaska’s paid sick leave law will take effect.

Employers with 15 or more employees: One hour of paid sick leave for every 30 hours worked. However, employees are only allowed to use 56 or less hours in paid sick leave per year, unless the employer sets a higher limit. Employees with fewer than 15 employees can limit annual sick leave usage to 40 hours.

Arizona

Every employer, regardless of size or industry, must offer paid sick time to employees. Accrual rates are as follows:

  • Employers with 15 or more employees: One hour of earned paid sick time for every 30 hours worked. Employees are not entitled to accrue or use more than 40 hours of earned paid sick time per year unless a higher limit is set.
  • Employers with less than 15 employees: Minimum of one hour of earned paid sick time for every 30 hours worked. Employees are not entitled to accrue or use more than 24 hours of earned paid sick time per year unless a higher limit is set.

 California

Employers are required to provide most employees with at least 40 hours or five days of PSL (Paid Sick Leave) per year. Eligible employees include full-time, part-time, and temporary workers who meet the following criteria:

  • The employee works for the same employer for a minimum of 30 days within a year.
  • 90 days of employment have elapsed before they use any paid sick leave. 

Employers can offer sick leave in one lump sum at the beginning of the year or set up an accrual plan where an employee must earn at least one hour for every 30 hours worked.

Colorado

All employers are required to provide one hour of paid sick leave for every 30 hours worked, capped at 48 hours per year. 

Sick leave may be used for any of the following:

  • Mental or physical illness or injury
  • Bereavement or death of a family member
  • Absences due to domestic abuse or sexual assault
  • Need for a medical diagnosis, treatment, or preventative care
  • The care of a family member for any of the reasons listed above
  • Evacuation or care for a family whose school or place of care was closed due to an unexpected event such as inclement weather and power/heat/water loss.

Connecticut

Effective January 1, 2025, employers with 35 or more employees must provide one hour of paid sick leave for every 30 hours worked. The employees can accumulate a maximum of 40 hours each year. 

Employers choose the 365-day period by which paid sick leaves will be calculated. For instance, it could be based on the calendar year or an employee’s work anniversary. 

Employees can carry over up to 40 hours of unused paid sick leave to the next year.

Maine

Employers with 10 or more employees must provide one hour of paid leave for every 40 hours worked, maxing out at 40 hours in a year. Workers can only use their leave after they have worked a minimum of 120 days. 

Maine’s paid leave law is unique in that it is not limited to sick time – employees can use their accrued leave for any reason, including emergency, illness, sudden necessity, planned vacation, etc.

Maryland

Employees are entitled to one hour of paid sick leave for every 30 hours worked, up to 40 hours every year. They are not allowed to use sick leave within their first 106 days of employment. 

  • 14 or fewer employees: sick leave is unpaid
  • 15 or more employees: sick leave is paid

Massachusetts

Most employees earn up to 40 hours of sick time per year. They must earn at least one hour for every 30 hours worked. 

  • 11 or more employees: sick leave is paid
  • Under 11 employees: sick leave is unpaid

Government employees and students who work for their college or university do not qualify for earned sick time. 

Michigan

According to the Earned Sick Time Act, small business employees shall get one hour of earned sick time for every 30 hours worked and can use up to 40 hours of paid earned sick time in a calendar year unless the employer sets a higher limit. 

In Michigan, an organization is considered a small business if:

  • It has 9 or fewer employees at a time. 
  • Or in the current or previous calendar year, they had 10 or more employees for no more than 19 workweeks. 
  • They have had 10 or more employees for less than 20 workweeks in a year. Once they exceed 20 workweeks with 10+ employees, they lose small business status for the rest of the year and the following year. After that, they can regain it if they meet the criteria again.

All other employers must provide a minimum of one hour paid earned sick time for every 30 hours worked. Employees can use a maximum of 72 hours paid earned sick time annually unless there’s a higher limit imposed by the employer. 

Minnesota

According to the Earned Sick and Safe Time (ESST), employees earn one hour of sick and safe time for every 30 hours work and can accrue a maximum of 48 hours each year unless the employer sets a higher limit. 

Minnesota employees who are anticipated to work at least 80 hours and are not an independent contractor are eligible for this paid leave. 

Missouri

Unless there are legal challenges, Missouri’s paid sick leave law will take effect on May 1, 2025.

Eligible employees will earn one hour of paid sick time for every 30 hours they work.

Employers with 15 or more employees can cap annual paid sick time at 56 hours. For smaller employers, the cap is 40 hours per year.

Some workers are exempt from the law, including those in educational, charitable, religious, or nonprofit roles; employees who act as foster parents (in loco parentis); employees in retail or service businesses with less than $500,000 in annual gross sales; and incarcerated individuals.

Nebraska

Nebraska’s paid sick leave law will take effect on October 1, 2025. 

Employers must offer one hour of paid sick leave for every 30 hours worked. 

Workers for an employer with fewer than 20 employees can earn up to 40 hours of paid sick leave per year. While those working in a workforce with more than 20 employees can earn up to 56 hours of paid sick leave per year. 

Nevada

Employers with 50 or more staff must provide .01923 hours of paid leave for every hour of work performed. All employees, including part-time workers, are eligible. Hours may be frontloaded instead of accrued according to the discretion of the employer. 

New Jersey

Employers of all sizes must provide up to 40 hours of sick leave per year. The accrual rate equals one hour of sick leave earned per 30 hours worked. Full and part-time employees are covered. 

The following employees are not eligible for earned sick leave:

  • People employed in the construction industry under a union contract
  • Per diem healthcare workers
  • Independent contractors
  • Independent contractors who do not meet the definition of an employee under NJ law

Employees can carry over up to 40 hours of unused sick leave into a new year; however, they cannot use more than 40 hours of sick leave during that year. 

New Mexico

The Healthy Workplaces Act requires employers to provide one hour of paid sick leave (PSL) for every 30 hours worked. Both non-exempt and exempt employees are eligible for PSL. 

While employees may accrue PSL without limit, employers can cap its usage to 64 hours per year. Unused PSL must carry over into the following year, but the annual usage cap of 64 hours still applies.

Employers have the option to front-load PSL at the beginning of the year. However, even if front-loaded, employers must continue to track accruals since the Act requires employees to accrue leave as they work. Employers cannot limit or cap accrual but can restrict the amount of PSL an employee uses annually.

New York

New York State’s paid sick leave laws came into effect on April 3, 2020. Private employers with five or more workers and a net income of more than $1 million have to provide paid sick leave. Employers with fewer than five workers and up to $1 million net income have to provide unpaid sick leave. Employees accrue leave at a rate of one hour for every 30 hours worked. 

Federal, state, and local government employees are not covered by this law.

Employees can make use of their paid sick leave through a verbal or written request for any of the following reasons:

  • For mental or physical illness, injury, or health condition, regardless of whether it has been diagnosed or requires medical care at the time of the request for leave.*
  • For the diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or need for medical diagnosis or preventive care.

*This includes using leave for the recovery of any side effects of the COVID-19 vaccination.”

New York State also implements safe leave laws to cover time off when an employee or their family member has been the victim of domestic violence, a family offense, sexual violence, stalking, or human trafficking. 

The time off, in this case, can be used for a number of reasons, such as to seek help from a domestic violence shelter, meet with an attorney or social services, or file a complaint with law enforcement. 

Oregon

One hour of sick time for every 30 hours worked, capped at 40 hours per year. Employees can only start using their sick time after they have worked for at least 90 days. Independent contractors do not accrue sick time. 

  • 10 or more employers: sick time is paid 
  • 6 or more employees in Portland: sick time is paid
  • Fewer than 10 employees: sick time is unpaid

Rhode Island

Most employees have the right to accrue one hour of sick leave per 35 hours worked, capped at 40 hours in a year. Government employees and certain per diem nurses do not qualify for sick leave. 

  • 18 or more employees: sick time is paid
  • 17 or fewer employees: sick time is unpaid

Vermont 

Employees earn one hour of paid sick time for every 52 hours worked. A maximum of 40 hours of sick leave can be used per year. While employees begin earning sick time as soon as they start work, employers may choose to prohibit the use of sick time for up to one year. 

People who do not qualify for sick time include:

  • Government employees
  • Per diem health facility workers
  • People employed for a job scheduled to last 20 weeks or fewer
  • Employees who fall under school district or supervisory district union policies

Virginia

Employees accrue one hour of paid sick leave for every 30 hours worked. Paid leave can be carried over to the following year. Accrual and use of paid leave is capped at 40 hours annually, unless the employer sets a higher limit. 

However, employers may choose to frontload the paid sick leave, providing employees with the full annual amount upfront rather than having it accrue over time.

Washington

Employees earn at least one hour of paid sick leave per 40 hours worked. Unused sick leave balances of 40 hours or less are carried over to the next year. Employees can only begin using sick leave after 90 days of employment. 

Employees excluded from sick leave protections:

  • “White collar” employees in executive, administrative, computer, and outside sales positions
  • Certain agricultural workers
  • State or local government employees
  • Forest protection and fire prevention workers
  • See the full list here

Seattle has its own set of complex sick leave requirements separate to the rest of the state:

  • Employers with up to 49 employees: must offer one hour of paid sick time for every 40 hours worked. Carryover may be limited to 40 hours per year.
  • Employers with 50 to 249 employees: must offer one hour of paid sick time for every 40 hours worked. Carryover may be limited to 56 hours per year.
  • Employers with more than 249 employees: must offer one hour of paid sick time for every 30 hours worked. Carryover may be limited to 72 hours per year.

Washington D.C. 

The District of Columbia has varying sick time accrual rates depending on staff count:

  • 100 or more employees: no less than one hour of paid sick leave for every 37 hours worked, capped at 7 days per year. 
  • At least 25, but no more than 99 employees: no less than one hour of paid sick leave for every 43 hours worked, capped at 5 days per year. 
  • 24 or fewer employees: no less than one hour of paid sick leave for every 87 hours worked, capped at 3 days per year. 

 

Sick leave rules in cities & counties

The following cities and counties have their own sick leave rules independent of local state laws. If you operate a business in any of these areas, do some further research to see what kind of sick leave you owe your staff, if any. 

  • San Francisco
  • Oakland
  • Emeryville
  • Santa Monica
  • Los Angeles
  • Seattle
  • Portland
  • San Diego
  • Berkeley
  • Seattle
  • Tacoma
  • New York City
  • Westchester County
  • Philadelphia
  • Pittsburgh
  • Allegheny County
  • Montgomery County
  • Minneapolis
  • Chicago
  • Cook County 

Building your own paid sick leave policy

When creating your own sick leave policy, you want to offer your employees the flexibility they need to take time off when they need it. At the same time, you need to set up clear rules and procedures for doing so to avoid abuse, error, and unnecessary administrative work for your staff. 

Your policy should outline the rules and procedures behind requesting time off as well as a strategy for keeping track of employee accrual and how many sick days they have used. 

  • Set the rules for who is eligible for paid sick leave, the structure of your paid sick leave (accrual, lump sum, or unlimited), and any local laws that automatically apply to your policy. 
  • Design a procedure for requesting and taking time off. This should include the number of days’ notice required for planned sick leave, who they need to request sick leave from, what information they need to provide, and through which platform. 
  • Develop a strategy for recordkeeping that allows you to monitor how much leave has been taken, store any relevant documents, and avoid abuse. 
  • Automatically track accruals with software so that you aren’t burdening your HR team with tedious administrative tasks. Look into ways to have it so that sick leave is accrued, requested, recorded, and paid in the background with minimal need for calculation and data entry. 

Manage sick leave requests and stay compliant with Workforce.com

Once you have developed your paid sick leave policy, you need an employee scheduling, paid time off tracker, and payroll solution that streamlines the procedure of managing sick leave, keeps error-free records, calculates accurate pay and does all of this in line with state and local laws. 

Managing sick leave should be as simple as “set it and forget it.” Get in touch with us today to find out how Workforce.com can help you easily and automatically comply with your state’s sick leave standards. 

This information is for general purposes only and should not be considered legal advice. While we strive to keep it updated, laws and regulations can change at any time. It’s always a good idea to consult with a legal professional or relevant authorities to compliance with the most current standards.

Posted on

Child Labor Laws by State + Federal (2025)

Summary

  • Minor labor laws are in place to provide safeguards that prioritize the health, well-being, and education of young employees.  

  • Child labor laws in the US are designated by the Fair Labor Standards Act of 1938 (FLSA).

  • Many states default to the federal minor labor standards, but several have designated their own.

Minor labor laws are in place to provide safeguards for people under 18 who are employed and, generally, still attending school. These laws help employers like you prioritize young employees’ health, well-being, and education. 

These safeguards restrict the number of hours a minor can work during a day or week. They also prohibit the kind of work minors are allowed to do.

Every state varies in its minor labor rules, so it’s important to understand and stay compliant with employment legislation in your area. Employers who violate minor labor laws are subject to hefty fines – punishment can even escalate to imprisonment if the government decides you’ve violated the laws willfully or repeatedly. 

Federal minor labor laws

Child labor laws in the US are designated by the Fair Labor Standards Act of 1938 (FLSA). If a state doesn’t have its own child labor laws, it must default to the federal minor labor laws. Many states use a combination of federal law and their own state modifications.

The FLSA states that minors under 16 may not work more than eight hours per day and 40 hours per week when school is not in session, and they may not work more than 3 hours per day and 18 hours per week when school is in session. 

It also has laws around the nightly hours that minors under 16 can work. During the school year, federal law states that minors under 16 cannot work after 7 pm or before 7 am. From June 1st through Labor Day, it states that minors under 16 can work until 9 pm. 

Minor labor laws by state

States can default to the federal minor labor laws or write their own in accordance with federal laws. For instance, some states allow minors under 16 to work just three hours per day on a school day in accordance with federal law, whereas other states give employers and minors more flexibility with the hours they’re allowed to work when school is in session.

Some states also allow minors to work outside these laws with expressly written consent from a parent or legal guardian and/or the school the minor attends.  

All the specificities of each state’s minor labor laws can be found in the table below. (NOTE: if a box is blank, then there are no hourly or time restrictions for that age group in that state.)

 

Federal/FLSA

Alabama

Alaska

Arizona

Arkansas

California

Colorado

Connecticut

Delaware

Florida

Georgia

Hawaii

Idaho

Illinois

Indiana

Iowa

Kansas

Kentucky

Louisiana

Maine

Maryland

Massachusetts

Michigan

Minnesota

Mississippi

Missouri

Montana

Nebraska

Nevada

New Hampshire

New Jersey

New Mexico

New York

North Carolina

North Dakota

Ohio

Oklahoma

Oregon

Pennsylvania

Rhode Island

South Carolina

South Dakota

Tennessee

Texas

Utah

Vermont

Virginia

Washington

West Virginia

Wisconsin

Wyoming

District of Columbia

Guam

Puerto Rico

Federal/FLSA

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: 8 hours per day, 40 hours per week when school is not in session. 3 hours per day and 18 hours per week when school is in session.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am 
  • 16 and 17: None

Alabama

  • Work Permit: Mandatory if under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: 8 hours per day, 40 hours per week, 6 days per week when school is in session. 3 hours per day, 18 hours per week when school is not in session.

    Must have a 30-minute documented meal break for more than 5 hours.

  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm during student summer vacation) to 7 am 
  • 16 and 17: 10 pm before a school day to 5 am (up to age 19, if enrolled in school)

Alaska

Work Permit: Mandatory if under 17 or for 16 and 17-year-olds if the employer is licensed to sell alcohol.

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: 40 hours per week during school vacations between 5AM and 9PM. When school is not in session, they can work for a total of 23 hours a week with work done between 5AM and 9PM.
  • 16 and 17: Max 6 days per week. 

Minors must have a 30-minute break when scheduled to work six consecutive hours or work five consecutive hours before continuing to work. 

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: Between 5AM and 9PM
  • 16 and 17: None

Arizona

Work Permit: Not required

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 8 hours per day, 40 hours per week when school is not in session. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 9:30 pm (or 11 pm before a non-school day) to 6 am. For students working door-to-door sales or deliveries, prohibited hours are after 7 pm.
  • 16 and 17: None

Arkansas

Work Permit: Not required except for entertainment industry

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 8 hours per day, 48 hours per week, 6 days per week.
  • 16 and 17: 10 hours per day, 54 hours per week, 6 days per week.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (or 9 pm before a non-school day) to 6 am.
  • 16 and 17: 11 pm (midnight before a non-school day) to 6 am before a school day (this is for 16-year-olds only – there are no requirements for 17-year-olds).

California

Work Permit: Required for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: 8 hours per day, 40 hours per week when school is not in session. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: 8 hours per day, 48 hours per week when school is not in session. When school is in session, 4 hours per day (8 on a non-school day or any day preceding a non-school day), 48 hours per week.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am.
  • 16 and 17: 10 pm (or 12:30 am before a non-school day) to 5 am.

Colorado

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 8 hours per day, 40 hours per week when school is not in session. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None 

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am.
  • 16 and 17: None

Connecticut

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. (Minors 14 & 15 are generally not permitted to work when school is in session)
  • 16 and 17: Generally, when school is not in session, 8 hours per day, 48 hours per week, 6 days per week. When school is in session, 6 hours per school day (8 hours on Friday, Saturday, and Sunday), 32 hours per week. But these hours may vary per industry. You can check the more detailed guidelines here.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm July 1st – Labor Day) to 7 am.
  • 16 and 17: 10 pm or 11 pm (midnight if no school the next day) (depending on the establishment the minor is working in) to 6 am

 

Delaware

Work Permit: Mandatory for those under 18.

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 4 hours per day, 18 hours per week. 
  • 16 and 17: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 12 hours per day, combined school and work.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: No specific nightwork limitations, but minors are required to have 8 consecutive hours of non-work, non-school time in each 24-hour day.

 

Florida

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day (8 hours on Saturday and Sunday), 15 hours per week.
  • 16 and 17: Under Florida’s HB49 which went into effect in July 2024, certain restrictions has been relaxed for 16 and 17-year-old minors. They can exceed the 30-hour weekly limit provided there’s appropriate consent. If they’re scheduled to work 8 or more hours, they must have a meal break of at least 30 minutes after no more than 4 hours of continuous work. 

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm to 7 am before or on a school day. 9 pm to 7 am during holidays and summer vacation.
  • 16 and 17:  11 pm to 6:30 am when school is scheduled the following day. 

 

Georgia

Work Permit: Mandatory for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Hawaii

Work Permit: Mandatory for those under 18

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day, 18 hours per week. 
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm to 7 am (9 pm to 6 am during school breaks).
  • 16 and 17: None

 

Idaho

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 9 hours per day, 54 hours per week
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 9 pm to 6 am
  • 16 and 17: None

 

Illinois

Work Permit: Mandatory for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 48 hours per week, 6 days per week. When school is in session, 3 hours per day, 24 hours per week. The combined hours of school and work may not exceed 8 hours per day.
  • 16 and 17: None

Must provide a scheduled meal period of at least 30 minutes no later than the 5th consecutive hour of work

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am 
  • 16 and 17: None

 

Indiana

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week. 
  • 16 and 17: Can work up to 8 hours on school days, 9 hours on non-school days, and 30 hours per school week. Written parental consent required for some hours.

Workers under age 18 must get a 30-minute break if they work for 6 or more consecutive hours.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am 
  • 16 and 17: Can work until 12:00 a.m.(16 year olds) or 1am (17 year olds) on non-school nights. Specific conditions apply and parental consent is required for some hours.

 

Iowa

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 6 hours per day, 28 hours per week.
  • 16 and 17: May work the same hours as those who are 18 years old.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 9 pm (11 pm from June 1st – Labor Day) to 7 am.
  • 16 and 17: None

 

Kansas

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 10 pm to 7 am
  • 16 and 17: None

 

Kentucky

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: Three 3 hours per day on school day, 8 hours per day on non-school day, and 18 hours per week. When school is not in session, they may work 8 hours per day and 40 hours per week.
  • 16 and 17: When school is in session, 6 hours per school day (8 on a non-school day), 30 hours per week.To work more than thirty (30) hours, they must complete the Certificate of Satisfactory Academic Standing Form and the Parent/Guardian Statement of Consent Form. When school is not in session, no restrictions.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: May not work before 7 AM or after 7 PM (9 PM June 1 through Labor Day).
  • 16 and 17: May not work before 6 AM or past 10:30 PM (11 PM with parental permission) preceding school day or 1 AM preceding non-school day. 

 

Louisiana

Work Permit: Mandatory for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week. Minors under 16 must get a 30-minute break for 5 hours of work. 
  • 16 and 17: None but they must get an eight-hour rest break before the next day of work

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: 16-year-old enrolled minor: 11 pm to 5 am before a school day. 17-year-old enrolled minor: 12 am to 5 am before a school day.

 

Maine

Work Permit: Mandatory for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week, no more than 6 days in a row. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week, no more than 6 days in a row. 
  • 16 and 17: When school is not in session, 10 hours per day, 50 hours per week and there are less than 3 scheduled school days or during the first of the week, no more than 6 days in a row. When school is in session, 6 hours per day (8 hours on the last scheduled day of the school week), 24 hours per week with 3 or more school days in a week, no more than 6 days in a row.  
     

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm during school summer vacation) to 7 am
  • 16 and 17: 10:15 pm (12 am before a non-school day) to 7 am (5 am before a non-school day).

Maryland

Work Permit: Mandatory for those under the age of 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 4 hours per day (8 hours on a non-school day), 18 hours per week. Must have a 30-minute break when working for more than 5 consecutive hours.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: No specific nightwork limitations, but minors are required to have 8 consecutive hours of non-work, non-school time in each 24-hour day.

Massachusetts

Work Permit: Required for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day on a school day (8 hours on Saturdays, Sundays, and holidays), 18 hours per week, 6 days per week.
  • 16 and 17: 9 hours per day, 48 hours per week, 6 days per week. 

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: 10 pm (11:30 pm before a non-school day) to 6 am *Exception for restaurants and racetracks: 12:00 am to 6 am (only on a non-school night).

Michigan

Work Permit: Generally required for those under 18. Not required for minors 16+ who have completed the requirements for high school (or an equivalent) and provide proof to the employer. A work permit is also not required for 17-year-olds who have passed the GED.

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: No more than 48 hours total school and work combined per week, 6 days per week.
  • 16 and 17: When school is not in session, a maximum of 48 hours per week. When school is in session, a maximum of 24 hours per week. 

Workers under 18 must have a documented uninterrupted 30-minute break if they work more than 5 hours.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 9 pm to 7 am
  • 16 and 17: 10:30 pm (11:30 pm on Fridays, Saturdays, and school vacations) to 6 am.

Minnesota

Work Permit: Mandatory for those under 16 during the school year

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week. 
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm outside of the school year) to 7 am
  • 16 and 17: 11 pm to 5 am before a school day, or 11:30 pm to 4:30 am with written permission from a parent or legal guardian.

Mississippi

Work Permit: Required for those under 16 in mills, canneries, workshops, and factories.

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 8 hours per day, 44 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm to 6 am
  • 16 and 17: None

Missouri

Certification requirements:

  • Age Verification: Not required
  • Work Permit: Required for minors under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 6 days per week. When school is in session, 3 hours per day. 
  • 16 and 17: None

Break time is up to the discretion of the employer except for youth workers in the entertainment industry, where youth workers must take a meal break after working no more than five and a half hours. They are also entitled to a 15-minute rest period, counted as work time, after every two hours of continuous work.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day; 10:30 pm if the minor works at a regional fair) to 7 am.
  • 16 and 17: None

Montana

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week. 
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm outside of the calendar school year) to 7 am
  • 16 and 17: None

 

Nebraska

Work Permit: Required for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: 8 hours per day, 48 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Nevada

Work Permit: Mandatory for minors under the age of 14

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 8 hours per day, 48 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: None
  • 16 and 17: None

 

New Hampshire

Work Permit: Mandatory for minors under 16

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: When school is in session, no more than 6 consecutive days nor more than 30 hours per week. When school is not in session, no more than 6 consecutive days nor more than 48 hours per week. Specific restrictions apply for minors employed in manufacturing and they may not work more than 10 hours per day in manufacturing, more than 101/4 hours per day in manual or mechanical labor, nor more than 8 hours per night, if working at night.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

New Jersey

Work Permit: Mandatory for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week.
  • 16 and 17: During summer vacation, 10 hours per day, 50 hours per week. Outside of summer vacation, 8 hours per day, 40 hours per week, 6 days per week.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm to 7 am with limited exceptions
  • 16 and 17: 1 pm to 6 am while school is in session or after midnight on days not followed by a school day. When school is not in session 11 pm to 6 am or 3 am in restaurants and seasonal amusements.

New Mexico

Work permit: Mandatory for workers under 16

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week. 
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm for non-school day) to 7 am
  • 16 and 17: None

 

New York

Work Permit: Mandatory for those under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week, 6 days per week. 
  • 16 and 17: When school is not in session, 8 hours per day, 48 hours per week, 6 days per week. When school is in session, 4 hours per day on days preceding a school day, 8 hours on Fridays, Saturdays, Sundays, and holidays, 28 hours per week, 6 days per week.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 21st – Labor Day) to 7 am
  • 16 and 17: 10 pm to 6 am, while school is in session Midnight to 6 am, while school is not in session *Exception: With written permission from a parent and the school, 16 and 17-year-olds may work until midnight before a school day. 

North Carolina

Work Permit: Required for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week. Youth workers must take a 30-minute break after five consecutive hours of work.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: 11PM to 5AM when preceding a school day for youth who are in grades 12 and below

 

North Dakota

Work Permit: Mandatory for minors under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Ohio

Work Permit: Mandatory for minors under 16 at any time as well as for 16 and 17 year olds during the school year.

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week. 
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 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.
  • 16 and 17: 11 p.m. before school day to 7 a.m. on school day (6 a.m. if not employed after 8 p.m. previous night) if required to attend school. 8 p.m. to 7 a.m. in door-to-door sales.

 

Oklahoma

Work Permit: Mandatory for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week.

    Must have one hour rest period for 8 consecutive hours worked or 30-minute rest periods for five consecutive hours worked. Breaks must be documented.

  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Oregon

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week.
  • 16 and 17: 44 hours per week, no daily hour restrictions.

Employers must provide 30-minute meal breaks for six or more hours of work in a day. Fifteen-minute rest breaks are also required for each four hours of work.

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Pennsylvania

Work Permit: Mandatory for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 4 hours per day (8 on a non-school day), 18 hours per school week + 8 additional hours on Saturdays and Sundays.
  • 16 and 17: When school is not in session, 10 hours per day, 48 hours per week. When school is in session, 8 hours per day, 28 hours per school week + 8 additional hours on Saturdays and Sundays, 6 days per week.

A 30-minute meal period required on or before five consecutive hours of work.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm during school vacations) to 7 am
  • 16 and 17: 12 am (1 am before a non-school day) to 6 am

 

Rhode Island

Work Permit: Mandatory for minors under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: 9 hours per day, 48 hours per week during the school year (no restrictions outside the school year).

Must have an 8-hour break between the end of a shift and the start of the next work day.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm during school vacations) to 6 am
  • 16 and 17: 11:30 pm (1:30 am before a non-school day) to 6 am

 

South Carolina

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm during summer vacations) to 7 am
  • 16 and 17: None

South Dakota

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 4 hours per day, 20 hours per week. 
  • 16 and 17: None
  • Minors younger than 14 years old may not be employed during school hours and later than 7PM

Night work is not allowed for minors of these ages during these hours:

  • Under 16: After 10 pm on a school night. 
  • 16 and 17: None

 

Tennessee 

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Minor workers must have a 30-minute unpaid break if working six consecutive hours. Breaks should not be scheduled before the first hour of the work day.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: When school is not in session, 9 pm to 6 am. When school is in session, 7 pm to 7 am.
  • 16 and 17: 10 pm to 6 am Sunday through Thursday (midnight is allowed up to 3 nights per week by 16 and 17-year-olds with permission from their parents).

 

Texas

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: 8 hours per day, 48 hours per week. 
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 10 pm (midnight before non-school day) to 5 am
  • 16 and 17: None

 

Utah

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is in session, 3 hours a week, 18 hours a day. When school is not in session, 8 hours in a day and 40 hours in a week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm on June 1 to Labor Day) to 7 am 
  • 16 and 17: None

 

Vermont

Work Permit: Mandatory for minors under 16 during the school year

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week, 6 days per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

 

Virginia

Work Permit: Mandatory for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Washington

Work Permit: Mandatory for those under 18

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 3 hours per day (8 hours on Saturdays and Sundays), 16 hours per week, 6 days per week. Must have a paid 10-minute break for every two hours worked and 30-minute unpaid meal break starting no later than 4 hours into the shift.
  • 16 and 17: When school is not in session, 8 hours per day, 48 hours per week, 6 days per week. When school is in session, 4 hours per day (8 hours on Fridays, Saturdays, and Sundays), 20 hours per week, 6 days per week. Must have a paid 10-minute rest break every 4 hours of work and 30-minute unpaid meal break starting no later than 5 hours into the shift.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am 
  • 16 and 17: 10 pm to 7 am, Sunday through Thursday. Midnight to 5 am Friday, Saturday, and when school is not in session.

 

 

West Virginia

Work Permit: Required for minors under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

Wisconsin

Work Permit: Generally required for minors under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: No restrictions, but minors working after 11:00 pm must have 8 hours of rest prior to the start of the next shift. 

 

Wyoming

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day, 18 hours per week.
  • 16 and 17: None

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am
  • 16 and 17: None

 

District of Columbia

Work Permit: Mandatory for those under 18

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: 8 hours per day, 48 hours per week, 6 days per week. 
  • 16 and 17: 8 hours per day, 48 hours per week, 6 days per week. 

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 7 pm (9 pm from June 1st – Labor Day) to 7 am 
  • 16 and 17: 10 pm to 6 am

 

Guam

Work Permit: Mandatory for those under 16

Max number of daily hours, weekly hours, and days per week for:

  • 14 and 15: When school is not in session, 8 hours per day, 40 hours per week. When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week.
  • 16 and 17: 8 hours per day, 40 hours per week. 

Employers must provide a 30-minute meal period for every 4 hours worked.

Night work is not allowed for minors of these ages during these hours:

  • 14 and 15: 7 pm (9 pm from June 1st – Labor Day) to 7 am 
  • 16 and 17: 10 pm (midnight on non-school nights) to 6 am

 

Puerto Rico

Work Permit: Mandatory for minors under 18

Max number of daily hours, weekly hours, and days per week for:

  • Under 16: When school is not in session, 8 hours per day, 40 hours per week, 6 days per week. When school is in session, 8 hours per day of school and work combined. 
  • 16 and 17: 8 hours per day, 40 hours per week, 6 days per week. 

Night work is not allowed for minors of these ages during these hours:

  • Under 16: 6 pm to 8 am
  • 16 and 17: 10 pm to 6 am

States have diverse regulations governing child labor, including restrictions on work hours, permitted job types, work permit requirements, and proof of age or age verification. While many of these rules are clearly defined, others can be nuanced or ambiguous. To ensure compliance, it’s crucial to verify a minor’s age before hiring and to follow both federal and state laws applicable to youth employment. When in doubt, consult the appropriate state office for clarification.

Below are some notable state-specific rules and differences that employers should keep in mind.

Minor labor laws in New York

New York follows the federal laws for minors under the age of 16. For minors ages 16 and 17, New York is slightly stricter than other states, prohibiting them from working more than 28 hours per week while school is in session. Many other states allow 16 and 17 year-olds to work 40 or more hours per week, even when school is in session. 

New York gives working hour exceptions to 16 and 17 year-olds who have written permission from both their parent or legal guardian and a certificate of satisfactory standing from the school they attend. Without this permission, they are prohibited from working after 10:00 pm on a school day. 

When school is not in session — during the summer, for example — they may work until 12 am without the need for written permission. 

Minor labor laws in Alabama

In Alabama, any minor under the age of 18 must have a Child Labor Certificate for each employer they work for. Minors can get a certificate from the school they attend. There are two classes of Child Labor Certificates: Class I is required for 14 and 15-year-olds, and Class II is required for 16 and 17-year-olds. 

Alabama also has restrictions for employers that sell liquor. Minors 14 and 15 years of age are not permitted to work at any establishment that serves alcohol on its premises. 

Minor labor laws in Colorado

In Colorado, minor labor laws apply to all people under 18 unless they have received a high school diploma or GED. While work permits are not required in Colorado, employers can request an age certification as proof of age. These certifications are issued by the school district that the minor attends. Colorado also allows 14 and 15-year-olds to obtain a school release permit if a student wishes to work on a school day during school hours. 

Colorado’s labor laws also include various trades that are permissible at certain ages. For example, a 9-year-old can do shoe-shining, yard work, golf caddying, and other similar jobs.  Once a minor turns 14, they can work in almost any non-hazardous occupation. 

Workforce.com helps you stay in compliance with minor labor laws

Workforce.com’s scheduling, time & attendance, and payroll software lets you easily keep track of hours worked so you don’t overschedule people under 18 and pay them accurately. Our software allows you to automatically account for the break laws and hourly limits for minors in all 50 states so you can schedule your employees with confidence that you’re staying in compliance. Workforce.com handles all paid and unpaid breaks and overtime rules, so you don’t have to remember what they are off the top of your head. 

Workforce.com gives you both convenience and confidence when it comes to scheduling your employees under 18. Give Workforce.com a try today. 


This information is for general purposes only and should not be considered legal advice. While we strive to keep it updated, laws and regulations can change at any time. It’s always a good idea to consult with a legal professional or relevant authorities to compliance with the most current standards.

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Minimum Wage by State (2025)

Staff Cooking in Restaurant

Summary

  • More than 20 states are raising their minimum wages in 2025.

  • Michigan’s minimum wage will increase in two steps in 2025: $10.56 per hour starting January 1 and rising to $12.05–$12.48 per hour on February 21, pending inflation adjustments.

  • Since 2009, the federal minimum wage rate has remained at $7.25, but the rate is higher in 30 states, along with Washington, D.C., Guam, and the Virgin Islands.

Employers in the United States are bound by different laws when it comes to minimum wage rates, depending on the state or even the city they’re in. The federal minimum wage rate is a fixed national rate set by the Fair Labor Standards Act (FLSA) and enforced by the U.S. Department of Labor (DOL).

The federal minimum wage was last revised in 2009 and is currently set at $7.25 per hour. Former President Biden pushed for this to increase to $15 and bumped the minimum wage for federal contractors to $15 in 2022 — possibly as a precursor to a nationwide increase.

In response to the inertia at the federal level, over half of the US states and cities have taken the initiative to institute higher minimum wage rates in their jurisdictions in 2023. In cases like these, the law favors the rate most beneficial to the employee — in other words, the highest minimum wage.

States with higher minimum wage rates include Washington at $16.66 and the District of Columbia at $17.50. Cities with minimum wage rates higher than those of their states include New York City ($16.50 — $1 more than in New York State) and Portland, Maine ($15.50, $0.85 higher than the state).

As an employer, it’s important to understand and stay current on all the laws and regulations regarding minimum wage increases or decreases. Using the right time tracking and payroll software ensures that you remain compliant with little effort.

Whitepaper: Complete Guide to Wage & Hour Compliance

State Minimum Wage Rates in 2025

Effective January 1, more than 20 states raised their minimum wage rates in response to inflation or according to previously enacted legislation. Florida is set to increase its minimum wage rate in September. 

Overall, 30 states, as well as DC, Puerto Rico, Guam, and the Virgin Islands, have a minimum wage higher than the federal rate. Fifteen states, as well as the Northern Mariana Islands, use the federal minimum wage rate of $7.25 per hour. Five states have not adopted their own minimum wage rate law and, therefore, default to the federal rate of $7.25.

View all state minimum wages in the table below.

Note: states that raised their minimum wage in 2025 are denoted by an asterisk (*)

States with MW greater than federal

States with MW equal to federal ($7.25)

States that have not adopted a state MW law
*Alaska $11.91 (from $11.73) Northern Mariana Islands Alabama
Arkansas $11.00 Georgia Louisiana
*Arizona $14.70 (from $14.35) Iowa Mississippi
*California $16.50 (From $16) Idaho South Carolina
*Colorado $14.81 (from $14.42) Indiana Tennessee
*Connecticut $16.35 (from $15.69) Kansas
District of Columbia $17.50 (may increase based on calculations on July 1, 2025) Kentucky
*Delaware $15 (from $13.25) North Carolina
Florida $13 (will increase to $14 on September 30, 2025) North Dakota
Hawaii $14 New Hampshire
*Illinois $15.00 (from $14.00) Oklahoma
*Maine $14.65 (from $14.15) Pennsylvania
Maryland $15 Texas
Massachusetts $15.00 Utah
*Michigan $12.48 Wisconsin
*Minnesota $11.13 (from $10.85) Wyoming
*Missouri $13.75 (from $12.30)
*Montana $10.55 (from $10.30)
*Nebraska $13.50 (from $12)
Nevada $12
*New Jersey $15.49 (from $15.13)
New Mexico $12.00
*New York $16.50 for New York City, Long Island and Westchester and $15.50 for the remainder of New York State
Ohio $10.70
*Oregon  $14.70
*Rhode Island $15 (from $14)
*South Dakota $11.50 (from $11.20)
*Vermont $14.01 (from $13.67)
*Virginia $12.41 (from $12)
*Washington $16.66 (from $16.28)
West Virginia $11
Virgin Islands $10.50
Guam $9.25
*Puerto Rico $10.50 (from $.9.50)

Currently, the District of Columbia is the entity that has the highest minimum wage at $17.50 per hour (and may increase by July 2025). 

State laws exempt some jobs or sectors from the minimum wage labor law. For example, in New Jersey, such exemptions include salespersons of motor vehicles and employees caring for children in the homes of their employers.

In some cases, states set subminimum rates for groups such as minors and students or training wages for new hires. In Rhode Island, full-time students under the age of 19 who work for nonprofit religious, education, library, or community service organizations are entitled to a minimum wage rate of $11.70. The state’s standard minimum wage rate is $14.00.

Minimum Wage in New York

At the start of 2024, New York increased its minimum wage from $14.20 to $16. This is the first increase following the final part of a series of increases in the state’s minimum wages that began on December 31, 2016. 

According to the New York state website:

“The state minimum wage is scheduled to increase by $0.50 per year on January 1, 2025 and January 1, 2026. Beginning in 2027, the minimum wage will annually increase by the three-year moving average of the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) for the Northeast Region.”

These increased gradually and will differ for employees working in different industries. Large employers had to increase their minimum wages faster than small employers with fewer employees. 

At a local level, New York City, Long Island, and Westchester Country enjoy a minimum wage of $16.50 per hour across the board. This includes tipped workers, although employers can take up to $5 an hour off the wage as tip compensation. 

Minimum Wage in California

The minimum wage in the state of California is currently $16.50, $9.25 higher than the federal minimum. 

According to the California Labor Code section 1182.12, California’s Director of Finance has the authority to determine annually if an increase to the minimum wage is needed. The $0.50 increase in 2025 was deemed necessary because the CPI grew by 3% over the past year.

Due to some groundbreaking state legislation for the fast food industry, quick-service restaurants with at least 60 locations nationwide must abide by a new minimum wage of $20 per hour. This bill also establishes a Fast Food Council in the state, which has the power to raise the minimum wage going forward.

In some cases, meals or lodging can be used to meet part of the minimum wage obligation. This can only be done if agreed upon by the employer and employee and supplemented with a voluntary written agreement. The amounts credited to the employee’s minimum wage are also limited based on the information found via this official notice.

Minimum Wage in Illinois

The minimum wage for the state of Illinois increased by $1 from $14 to $15 on January 1, 2025, which means it finally reached the threshold following a series of increases that began in 2019. 

Illinois workers who regularly earn tips saw an increase in minimum wage to $8.40 per hour and must still earn minimum wage after receiving tips. If they don’t, the employer must pay the difference. 

Rates are higher in Chicago, where the minimum wage is currently $16.20 per hour for employers with four or more employees. 

Chicago tipped workers have a minimum wage of $11.02. Similar to the state minimum wage conditions, employers must cover the difference for tipped workers if their wages plus tips do not equal at least the full minimum wage.

Minimum Wage in Florida

Effective September 2025, Florida’s minimum wage is $14 per hour. This is also part of a gradual increase of $1 per year that will lead to a $15 minimum wage rate in September 2026.

Minimum Wage in Texas

The state minimum wage in Texas is $7.25, equal to the federal rate. This has been in effect since January 24, 2009.

Employers can count tips, meals, and lodging toward the minimum wage with specified restrictions on how much can be allocated to them. There are conditions where an employer can pay a rate lower than minimum wage to an employee who is a patient of the Texas Department of Mental Health and Mental Retardation. This can also include individuals of a certain age or with “productivity impairments.”

Other exemptions covered by Texas Minimum Wage Act include:

  • Employment in, of, or by religious, educational, charitable, or nonprofit organizations
  • Certain professionals, salespersons, or public officials
  • Domestic workers
  • Certain youths and students
  • Inmates
  • Family members
  • Certain amusement and recreational establishments
  • Non-agricultural employers that are not liable for contributing to the state unemployment compensation fund
  • Dairying and production of livestock
  • Sheltered workshops

Minimum Wage in Nevada

Previously, Nevada had two minimum wage rates. In this two-tier system, employees who receive qualifying health insurance have a minimum wage rate of $10.25. However, if they do not receive qualifying health insurance, the minimum wage rate is $1 higher, at $11.25 per hour.

This long-standing two-tier system was eliminated in July 2024, where Nevada increased its minimum wage rate to $12.00 across the board for all employers, regardless of whether or not they offer health insurance. In 2025, the state minimum wage rate will remain at the same rate.

Staying on top of minimum wage laws as an employer

With so many differences and exemptions that affect different states and even different cities within those states, it can be tricky for an employer to remain compliant with the law. 

Industries where workers earn tips can be particularly tricky, according to Workforce.com’s chief strategy officer Josh Cameron, “In hospitality or anything where you earn tips, you can pay the staff a minimum wage much lower than the normal one. So it would be $7.50 an hour if they’re not tipped, but it’s $2.50 if it’s tipped. As long as they get enough tips to get them over that—it’s called the tip credit—then they can receive the lower $2.50 per hour from their employer.”

Apart from the legal implications and the hefty fines, underpaying employees can be a PR nightmare for your business. Andrew Stirling, Workforce.com’s head of product compliance, argues, “An underpayment scandal can bring companies to their knees. Customers can decide to take their business elsewhere. People are less likely to visit a restaurant or shop that has been reported for underpaying their people.”

Workforce management software like Workforce.com takes state and local laws into account. Workforce’s labor compliance software allows you to pay your staff in accordance with federal, state, and regional wage laws. This includes exemptions and special situations, including tipped employees. 

The system remains up to date as laws change, and it also undergoes regular audits, ensuring you remain compliant and avoid unnecessary penalties.

Simplify compliance with Workforce.com

Workforce.com offers HR and payroll software that give you the resources you need to calculate pay and remain up to date in the ever-changing minimum wage landscape. You can apply new compliance rules to the system as new minimum wage rates are put in place and new legislation is passed.  

The system calculates correct pay for all your employees based on minimum wage, hours worked, and overtime, automatically creating highly accurate electronic timesheets. These timesheets can then be exported directly into your payroll system for processing. 

To learn more about how Workforce.com stays on top of minimum wages and pays staff accurately, book a call or start a free trial today.