Category: Compliance

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Fair Workweek Laws Explained: A Guide for Employers [2026]

Summary:

  • Inconsistent shifts and sudden schedule changes place undue financial and logistical stress on the lives of employees outside of work. 
  • Predictive scheduling laws address this issue by mandating advance notice for schedules and premium pay for sudden shift changes. However, navigating these laws can be challenging due to varying city and state regulations.
  • Employers navigate predictive scheduling laws with specialized software that accounts for local labor ordinances, enforces fair scheduling practices, automates predictability pay, and maintains records.

Unpredictable schedules and last-minute shift changes have long created financial instability and operational challenges in hourly workplaces. In response, a growing number of U.S. jurisdictions have introduced Fair Workweek laws to improve schedule predictability and transparency.

What are predictive scheduling or Fair Workweek laws?

“Fair Workweek laws” is a commonly used term for a set of local labor regulations, also known as predictive scheduling laws, that aim to give employees more predictable, stable work schedules. The term has evolved into a catch-all for a growing set of local and state regulations aimed at addressing “just-in-time” scheduling practices.

There is no single federal Fair Workweek law in the United States. Instead, individual jurisdictions have enacted their own rules under different names. For example, New York City, Chicago, and Philadelphia use “Fair Workweek,” while others, such as Oregon, Seattle, and San Francisco, use different terminology but enforce many of the same requirements.

At their core, these laws are designed to reduce the uncertainty and financial instability that can result from last-minute scheduling changes in hourly workplaces.

Although requirements vary by location, most Fair Workweek laws include a common set of rules:

  • Advance notice of schedules: Employers must provide work schedules in advance, typically 14 days.
  • Predictability pay: Employees receive additional compensation if schedules are changed after posting.
  • Right to rest: Employers must provide a minimum number of hours between shifts or pay a premium if the employee agrees to work.
  • Right to decline shifts: Employees can refuse certain last-minute or “clopening” shifts without penalty.
  • Good faith estimate: Employers must provide an estimate of expected work hours at the time of hiring.
  • Access to additional hours: Existing employees are often given priority for additional shifts before new hires.

Many laws also include recordkeeping requirements and protections against retaliation.

In practice, Fair Workweek laws apply to a relatively small portion of the U.S. workforce—primarily large employers in industries like retail, hospitality, and food service—but they can have a significant operational impact on businesses that meet coverage thresholds.

Enforcement and risk also vary widely by jurisdiction. Some cities, like New York, have pursued large, high-profile enforcement actions, while others rely more on complaint-driven enforcement. As a result, compliance priorities often depend as much on location as on the law itself. Even so, compliance isn’t something employers can afford to overlook, as violations can still surface through complaints and lead to penalties.

Where are Fair Workweek laws being implemented?

Oregon (Statewide Predictive Scheduling Law)

Oregon is the only place where predictive scheduling laws are being implemented statewide so far.

Covered employers

Employers in the retail, hospitality, and food service industries with 500 or more employees worldwide

Advance notice period

  • Written work schedules at least 14 days in advance, including on-call work
  • Good faith estimates upon hiring
  • Employees may decline shifts that are not included in the posted schedule.

Predictability pay

Employees are entitled to additional compensation when schedules are changed without sufficient notice:

  • One hour of additional pay at the regular rate, in addition to wages earned, when:
    • Time is added to a shift (30 minutes or more)
    • The date or start/end time of a shift is changed without reducing hours
    • An additional shift or on-call shift is added
  • Half the employee’s regular rate of pay for lost hours when:
    • Hours are reduced
    • Changes that result in loss of shift hours
    • A shift is canceled
    • An on-call shift is not ultimately worked

Rest hours and clopening

There must be a 10-hour rest period between shifts. Employees can decline the rest period and be paid at time and a half. 

Exceptions

Additional pay is not required for schedule changes due to natural disasters or events outside an employer’s control, such as floods, earthquakes, tsunamis, wildfires, extreme temperatures, war, or explosions.

Berkeley, CA (Fair Workweek Ordinance)

Berkeley’s Fair Workweek Ordinance applies to employers in certain industries, with coverage thresholds that vary by sector.

Covered employers

Employers operating in the City of Berkeley with 10 or more employees in Berkeley, and:

  • 56 or more employees globally in industries such as retail, hospitality, healthcare, building services, manufacturing, and warehouse services
  • 100 or more employees globally if they are:
    • Restaurant employers
    • Franchisees in the retail or restaurant industries
    • Nonprofit organizations in covered industries

Advance notice period

  • Written work schedules at least 14 days in advance, including on-call work
  • Good faith estimates upon hiring

Predictability pay

  • 1 hour of predictability pay for any schedule change made between 1 and 14 days before a shift.
  • Up to 4 hours of predictability pay (or the number of hours reduced, whichever is less) for cancellations or reduced hours with less than 24 hours’ notice.
  • 1 hour of predictability pay for adding, changing, or moving a shift with less than 24 hours’ notice.

Rest hours and clopening

Employers must allow employees to decline shifts that occur less than 11 hours apart.

Exceptions

Predictability pay is not applicable to employee-initiated shift swaps or changes. It is also not owed for grace periods of 10 minutes before and after a shift.

Access to hours for existing employees

Employers must offer any additional hours to existing part-time employees before hiring new staff or temporary worker.

Emeryville, CA (Fair Workweek Ordinances)

Emeryville’s Fair Workweek Ordinance applies to retail and fast food employers, including certain franchise businesses.

Covered employees

Employers with nonexempt full-time, part-time, on-call, contract, and seasonal employees that are in:

  • Retail with 56 or more employees globally
  • Fast food with 56 or more employees globally or 20 or more employees in Emeryville

Advance notice period

  • Written work schedules at least 14 days in advance
  • Good faith estimates upon hiring
  • Employees can decline unscheduled hours given less than the notice.

Predictability pay

  • 1 hour of pay if a schedule change is made between 1 and 14 days before the shift
  • The lesser of 4 hours of pay or the originally scheduled hours for cancellations or reduced hours with less than 24 hours’ notice, employees get
  • 1 hour of pay for any other changes made within 24 hours will give employees

Rest hours and clopening

Employers must pay time and a half pay for any hours worked for shifts that are less than 11 hours apart. Employees have the right to decline shifts less than 11 hours apart.

Exceptions

Predictability pay is not required in certain situations, including:

  • Employee-initiated changes, such as voluntary shift swaps or requests to modify a schedule
  • Minor schedule adjustments, including changes of 10 minutes or less before or after a shift
  • Events outside the employer’s control, such as natural disasters or utility failures
  • When employees work past their scheduled shift to complete a transaction that results in a commission or tip
  • Mutually agreed-upon changes, where employees voluntarily accept additional work in advance

Access to hours for existing employees

Employers must offer additional hours to existing qualified part-time employees until they reach 35 hours of work in a calendar week in at least 4-hour increments.

Recordkeeping requirements

Employers must maintain records for at least three years.

San Francisco, CA (Formula Retail Employee Rights Ordinance)

San Francisco’s Formula Retail Employee Rights Ordinance (FRERO) applies to large chain retail businesses with standardized operations.

Covered employers

Formula retail establishments with 40 or more locations worldwide and 20 or more employees in San Francisco, including janitorial and security contractors.

Advance schedule notice period

  • Written work schedules at least 14 days in advance
  • Good faith estimate of hours upon hiring

Predictability Pay

Employees are entitled to predictability pay for schedule changes made with less than 7 days’ notice, including:

  • Added or changed shifts
  • Reduced or canceled shifts
  • Unused on-call shifts

The amount of pay varies depending on the type and timing of the change.

Exceptions

Predictability pay is not required in certain situations, including:

  • Threats to employee safety, property damage, or events outside the employer’s control
  • Employee-initiated schedule changes or shift swaps
  • When an employee fails to report to work or is sent home for disciplinary reasons

Equal treatment for part-time employees

Employers must provide part-time employees with the same starting hourly wage and access to promotions as full-time employees performing similar work.

Los Angeles City, CA (Fair Workweek Ordinance)

Los Angeles’ Fair Work Week Ordinance applies to large retail employers operating within the city.

Covered employers

Retail businesses with 300 or more employees globally

Advance notice period

  • Work schedules at least 14 days in advance
  • Good faith estimate of hours upon hiring
  • Employees may decline hours or shifts added after the notice period.

Predictability pay

Employees are entitled to additional compensation when employers make changes to the posted work schedule:

  • 1 hour of pay at the regular rate for each employer-initiated change that:
    • Increases scheduled hours by more than 15 minutes, or
    • Changes the date, time, or location of a shift
  • Half the employee’s regular rate of pay for hours not worked when:
    • Scheduled hours are reduced by 15 minutes or more
    • An on-call shift is not worked

Rest hours and clopenings

Employees must not work a shift that starts less than 10 hours from the previous shift. Otherwise, employees must provide written consent, and time and a half pay applies to shifts following an insufficient rest period.

Exceptions

Predictability pay is not required in certain situations, including:

  • Employee-initiated schedule changes
  • Voluntary shift coverage for absent employees
  • Reductions due to disciplinary action or policy violations
  • Additional hours accepted voluntarily under the ordinance
  • Events outside the employer’s control

Access to hours for existing employees

Employers must offer work to current employees at least 72 hours before hiring a new employee or using a contractor, temporary service, or staffing agency to perform work.

Recordkeeping requirements
Employers must maintain records for at least three years.

Los Angeles County, CA (Fair Workweek Ordinance)

Los Angeles County’s Fair Workweek Ordinance, effective July 1, 2025, expands predictive scheduling requirements to retail employers operating in unincorporated areas of the county.

Covered employers

Retail businesses with 300 or more employees globally that operate in unincorporated areas of Los Angeles County.

Advance notice period

  • Work schedules at least 14 days in advance
  • Good faith estimate of hours upon hiring
  • Employees may decline hours or shifts added after the notice period.

Predictability pay
Employees are entitled to additional compensation when employers make changes to the posted work schedule:

  • 1 hour of pay at the regular rate for each change to a scheduled date, time, or location that:
    • Does not result in a loss of work time, or
    • Results in additional work time of more than 15 minutes
  • Half the employee’s regular rate of pay for hours not worked when:
    • Scheduled work time is reduced by 15 minutes or more
    • An on-call shift is not worked

Rest hours and clopening

  • Employees may decline shifts scheduled less than 10 hours apart
  • Employees may agree to work such shifts, but must provide written consent and be paid time and a half for those hours.

Access to hours for existing employees

Employers must offer additional hours to current employees before hiring new staff or using contractors or staffing agencies.

Exceptions
Predictability pay is not required in certain situations, including:

  • Employee-initiated schedule changes, such as requests to modify a shift or voluntary shift swaps
  • Voluntary acceptance of additional hours, including when covering for another employee’s absence, provided the employee is informed that the change is voluntary and consents.
  • Reductions in hours due to violations of law or company policy
  • Events outside the employer’s control, such as natural disasters or public emergencies

Recordkeeping requirements

Employers must maintain records of work schedules, schedule changes, and employee consent for at least three years.

Chicago, IL (Fair Workweek Ordinance)

Chicago’s Fair Workweek Ordinance applies to employers across several industries and includes both employer-size and employee-wage thresholds.

Covered employers

  • Employers with 100 or more employees globally in the following industries:
    • Building services
    • Healthcare
    • Hotels
    • Manufacturing
    • Retail
    • Warehouse services
  • Restaurant employers with 250 or more employees and at least 30 locations globally
  • Covered employees are those earning $32.60 per hour or less, or $62,561.90 per year or less

Advance notice requirements

  • Notice of work schedules at least 14 days in advance
  • Good faith estimate of work hours upon hiring

Predictability pay

Employees are entitled to additional compensation when schedules are changed after posting:

  • 1 hour of pay for changes made with less than 14 days’ notice

For changes made with less than 24 hours’ notice:

  • 1 hour of pay if employers add hours, or there is no loss of hours
  • Half pay for hours not worked if hours are reduced

Exceptions
Predictability pay is not required in certain situations, including:

  • Threats to employees, employers, or property, or when authorities advise against work
  • Utility failures at the workplace
  • Natural disasters or severe weather events
  • War, civil unrest, strikes, or public emergencies
  • Voluntary shift trades or coverage between employees
  • Schedule changes mutually agreed upon in writing
  • Employee-requested schedule changes
  • Reductions in hours due to documented disciplinary action

Access to hours for existing employees

Employers must offer additional shifts to qualified employees before hiring new staff. If shifts are not accepted, they may be offered to temporary or seasonal workers.

Recordkeeping requirements

Employers must maintain records of work schedules, schedule changes, predictability pay, and employee consent for at least three years.

Evanston, IL (Fair Workweek Ordinance)

Evanston’s Fair Workweek Ordinance closely mirrors Chicago’s, applying to employers in several hourly industries with both size and location thresholds.

Covered employers

Employers with:

  • 100 or more employees globally, including franchises, in the following industries:
    • Hospitality
    • Retail
    • Warehouse services
    • Manufacturing
    • Building services
  • Food service and restaurant employers with 30 or more locations globally and 300 or more employees globally

Advance notice requirements

  • Notice of work schedules at least 14 days in advance
  • Good faith estimate of work hours upon hiring

Predictability pay
Employees are entitled to additional compensation when employers make changes to the posted work schedule:

  • 1 hour of pay per impacted shift when:
    • Hours are added after the 14-day notice period
    • The date or time of a shift is changed with no loss of hours after the 14-day notice period
    • Scheduled hours are reduced with more than 24 hours’ notice
  • When scheduled hours are reduced with less than 24 hours’ notice:
    • Up to 4 hours of pay, or the number of hours in the scheduled shift (whichever is less)
  • On-call shifts:
    • If the employee is not compensated (or paid below their regular rate):
      • They are owed predictability pay if called in
      • They are owed up to 4 hours of pay (or scheduled hours, whichever is less) if not called in
    • If the employee is paid at their regular rate during the on-call shift, no additional predictability pay is required if they are called in

Rest hours and clopening

Employees must provide written consent to work shifts scheduled less than 11 hours apart. If they work such shifts, they must be paid time and a half.

Access to hours for existing employees

  • Employers must offer additional hours to existing employees before hiring new staff.
  • Employers must offer interested employees the opportunity to work up to 35 hours per week before hiring new employees.
  • Additional hours may be offered across locations, not just the employee’s primary worksite.

New York City, NY (Fair Workweek Law)

Fair Workweek rules in New York City apply separately to fast food and retail employers, with different requirements for each sector.

Covered employers

  • Fast food establishments that are part of a chain with 30 or more locations nationally
  • Retail employers with 20 or more employees in New York City

Advanced notice requirements

Fast food employers

  • Must provide work schedules at least 14 days in advance

Retail employers

  • Must provide work schedules at least 72 hours in advance
  • Employers cannot cancel a shift or add shifts without employee consent
  • Require on-call shifts 

Predictability Pay

Fast food employers

  • Must provide premium pay for schedule changes made after the notice period
  • Pay ranges vary depending on the timing and type of change (e.g., additions, reductions, or cancellations). It can cost $10-$75 per change, less than the notice period.

Retail employers

Retail laws do not include predictability pay. Instead, employers may face penalties and damages for violating scheduling requirements.

Rest and clopening

Fast food employers

Employers cannot schedule employees to work shifts with less than 11 hours between shifts (“clopening”) unless:

  • The employee is given the opportunity to decline
  • The employee provides written consent
  • The employer pays a $100 premium for each clopening shift worked

Retail employers

  • No specific rest period or clopening requirements

Access to hours for existing employees

Fast food employers

  • Must offer additional work hours to current employees before hiring new staff

Retail employers

  • No specific access to hours requirements

Exceptions

Fast food employers

Fast food employers are not required to provide premium pay in certain situations, including:

  • Threats to employee or employer safety or property
  • Public utility failures or transportation disruptions
  • Natural disasters or declared states of emergency
  • Severe weather conditions
  • Employee-initiated schedule changes (e.g., time-off requests or shift swaps)

Retail employers

No formal exceptions apply; instead, employers must comply with strict scheduling requirements, and violations may result in penalties.

Recordkeeping requirements

Fast food and retail employers must maintain records for at least three years.

More about New York City’s Fair Workweek Laws for Fast Food and Retail Businesses.

Philadelphia, PA (Fair Workweek Law)

Philadelphia’s Fair Workweek law applies to large employers in retail, hospitality, and food service industries.

Covered employers
Employers with 250 or more employees globally and 30 or more locations globally, including chains and franchises in:

  • Retail
  • Hospitality
  • Food service

Advance notice requirements

  • Notice of work schedules at least 14 days in advance
  • Good faith estimate of work hours upon hiring
  • Employees may decline additional hours not included in the posted schedule

Predictability pay
Employees are entitled to additional compensation when schedules are changed after posting:

  • 1 hour of pay at the regular rate when:
    • Time is added to a scheduled shift
    • The date, time, or location of a shift is changed with no loss of hours
  • Half the employee’s regular rate of pay for hours not worked when:
    • Scheduled hours are reduced
    • An on-call shift is not worked

Rest hours and clopening

Employees must receive at least 9 hours of rest between shifts

If they agree to work with less than 9 hours between shifts:

  • They must provide written consent
  • Employers must pay a $40 premium for each clopening shift

Access to hours for existing employees

Employers must offer available work hours to existing employees before hiring new staff.

Recordkeeping requirements

Employers must maintain records for at least 2 years.

Seattle, WA (Secure Scheduling Ordinance)

Seattle’s Secure Scheduling Ordinance applies to large retail and food service employers and includes scheduling protections.

Covered employers

  • Retail and food service establishments with 500 or more employees worldwide
  • For full-service restaurants, coverage applies only if the employer also has 40 or more full-service locations worldwide

Advance notice requirements

  • Notice of work schedules at least 14 days in advance
  • Good faith estimate of work hours to new hires

Predictability pay

1 hour of pay at the regular rate when:

  • Hours are added to a shift
  • The date or time of a shift is changed

Half the employee’s regular rate of pay for hours not worked when:

  • Work hours are reduced
  • An on-call shift is not worked

Rest hours and clopening

Employees should receive at least 10 hours of rest between shifts. If they agree to work shifts less than 10 hours apart, they must provide consent, and employers must pay time and a half for those hours.

Exceptions

Predictability pay is not required in certain situations, including:

  • Employee-initiated schedule changes or shift swaps
  • Voluntary coverage for absent employees
  • Reductions due to disciplinary action
  • Events outside the employer’s control (e.g., natural disasters, utility failures, or public emergencies)

Access to hours for existing employees

  • Employers must offer additional hours to current employees before hiring externally
  • Employers must post available hours for at least 3 days
  • Employees must be given at least 2 days to accept the additional hours

Recordkeeping requirements

Employers must maintain records for at least 3 years. 

Anti-retaliation and enforcement risks

Compliance with Fair Workweek rules starts with getting schedules right. But beyond that, the law is also strict about how employers respond when workers actually use these protections. This is where anti-retaliation rules come in, and they’re baked into Fair Workweek ordinances. 

Aside from scheduling rules, most Fair Workweek ordinances also include safeguards that protect employees when they exercise their rights. In practice, this means employers can’t punish or disadvantage workers for things like declining shifts that don’t meet notice requirements, requesting predictability pay, raising concerns, or filing complaints.

These protections show up across major jurisdictions. For example:

  • New York City (fast food) makes it illegal to fire, reduce hours, or otherwise penalize employees for exercising their Fair Workweek rights.
  • Chicago and Philadelphia include similar language prohibiting retaliation against employees who assert their rights or participate in investigations.
  • Seattle also prohibits retaliation against employees for exercising their rights under the Secure Scheduling Ordinance.

The key takeaway is that compliance doesn’t end at scheduling. Even if your policies look right on paper, decisions like cutting hours, changing shifts, or disciplining employees after they raise concerns can create additional violations. 

Even if the scheduling issue itself seems small, how you respond can create a bigger problem. Retaliation can come with its own penalties.

Recordkeeping and documentation

Across many jurisdictions, employers are expected to keep track of work schedules, when they were posted, any changes made, and whether employees agreed to those changes. In some cities, records must be kept for a set period, often 2 to 3 years, and may be reviewed if a complaint or audit arises.

Good documentation can make a big difference. It helps show what actually happened in the event of a dispute, whether proper notice was given, and whether an employee consented to a shift change or clopening.

Some issues don’t come from the schedule itself. In some cases, they stem from being unable to prove what was communicated or agreed to. Keeping clear, consistent records across locations and managers can go a long way in reducing that risk.

Compliance Tips for Fair Workweek Ordinances

Implementing predictive scheduling laws into your operations can be complicated – it’s easy to overlook crucial details if your policies aren’t thorough. Here are some practical tips to help your business remain on the right side of the law.

Invest in the right software

Fair Workweek laws are just one of the many employment regulations that businesses must comply with. Many businesses invest in scheduling and payroll solutions to automate key areas like shift notifications and predictability pay to help ensure they meet Fair Workweek standards.

Workforce.com, a scheduling and payroll platform designed for hourly workforces, specializes in predictive scheduling and Fair Workweek compliance. Here’s how:

  • Shift scheduling and labor forecasting: Workforce.com uses data that predicts demand, including historical sales, foot traffic, booked appointments, and weather information.
  • Alerts and announcements: A critical part of Fair Workweek ordinances is ensuring employees are notified of posted schedules in time. Workforce.com makes this easy. Once a schedule is published, employees are notified in the app, and you can also print it. A robust communications feature lets you send announcements about schedule updates and live chat with staff and managers to maximize transparency and efficiency.
  • Pay rules: Assign pay rules to each employee, including any predictability pay they may be entitled to when certain conditions are met. Once set up, these rules are automatically applied during payroll, eliminating the need for manual entries and calculations.
  • Employee tags and classification: Assign tags to covered employees of predictive scheduling rules to ensure they receive the correct pay when predictability pay conditions are met. You’ll also receive automatic alerts when scheduling an employee at risk of working a clopening shift.
  • Shift swapping: Workforce.com’s shift swapping feature allows qualified staff to take on vacant shifts. This helps automate the process and provides a simple way to track and record shift changes.
  • Payroll: Another crucial part of complying with predictive scheduling laws is ensuring covered employees are paid what they’re owed, including applicable predictability pay. Workforce.com automatically computes wages, overtime, deductions, and predictability pay premiums based on your employees’ timesheets and hours worked.  
  • Recordkeeping: Workforce.com centralizes records, making them easily accessible. In the event of an audit or when you need to retrieve these records, everything is organized and readily available.

Stay abreast of ordinances in your place of business

Only a handful of cities have an ordinance for predictive scheduling, but this could change in the future. It’s best to stay informed about any updates or new regulations in your area.

Keeping up with changes is crucial if you’re in a city or state that has existing Fair Workweek laws. For example, New York City previously required fast food employers to provide a good faith estimate of work hours to new hires, but this was replaced with a mandate for regular week-to-week schedules.

Check with local and state governments regularly for updates on employment laws and scheduling practices to ensure your business remains compliant.

Train managers and HR teams

Managers and human resources are at the frontline of implementing predictive scheduling laws. Train them to understand the specifics of these ordinances and how to communicate them to staff. Provide them with resources to ensure that company policies align and comply with applicable labor laws.

Why fair scheduling practices matter

Fair scheduling practices are essential to any hourly workforce, regardless of whether predictive scheduling laws exist in your area. Compliance is important, but it shouldn’t be the only driver behind workplace policies. Strong scheduling practices also play a key role in supporting employees and maintaining a stable workforce.

A consistent and transparent scheduling system minimizes scheduling conflicts, reduces absenteeism, improves retention, and provides flexibility for hourly staff. This should be standard practice, whether mandated by law or not. 

Discover how Workforce.com helps you implement best practices with employee scheduling, payroll, and HR for hourly workforces. Book a demo today. 

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Child Labor Laws by State + Federal (2026)

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.

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:
    • When school is in session, 3 hours per day (8 hours on a non-school day), 18 hours per week, 6 days per week.
    • When school is not in session, 8 hours per day, 40 hours per week, 6 days per week.
    • Must have a 30-minute break after 5 consecutive hours of work.
  • 16 and 17: None

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

  • 14 and 15: No work before 7 a.m. or after 7 p.m. (9 p.m. from June 1 through Labor Day)
  • 16 and 17: No work before 5 a.m. or after 10 p.m. on nights preceding a school day; no hour restrictions on non-school nights

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:
    • Up to 23 hours per week when school is in session
    • Up to 40 hours per week and 8 hours per day when school is not in session
    • Work must be performed between 5 AM and 9 PM
    • Combined school and work hours may not exceed 9 hours per day
  • 16 and 17:
    • Maximum 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: Before 5 AM or after 9 PM
  • 16 and 17: No specific statewide time-of-day restrictions

Arizona

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

  • Under 16:
    • Up to 8 hours per day, 40 hours per week when school is not in session
    • Up to 3 hours per day, 18 hours per week when school is in session
  • 16 and 17:
    • No state limits on daily or weekly hours (subject to hazardous occupation restrictions)

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

  • Under 16:
    • Before 6 AM
    • After 9:30 PM before a school day
    • After 11 PM before a non-school day
    • For door-to-door sales or delivery work: after 7 PM
  • 16 and 17: No specific statewide time-of-day restrictions

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: Before 6 AM or after 7 PM (9 PM before a non-school day)
  • 16 and 17:
    • Before 6 AM or after 11 PM on nights before a school day
    • May work until midnight before a non-school day

Note: Unless otherwise noted, 17-year-olds are subject to fewer or no hour restrictions under state law, though hazardous occupation rules still apply.

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

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

  • 14 and 15: Before 7 AM or after 7 PM (9 PM from June 1–Labor Day)
  • 16 and 17:
    • Before 5 AM or after 10 PM on nights preceding a school day
    • May work until 12:30 AM before a non-school day

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
    • 3 hours per day, 18 hours per week when school is in session
  • 16 and 17:
    • 8 hours per day, 40 hours 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: 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.
    • When school is in session, 3 hours per day, 18 hours 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, 6 hours per school day (8 hours on Friday, Saturday, and Sunday), 32 hours per week.
    • Hours may vary by industry. More detailed guidelines are available 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 to 6 am before a school day.
    • May work until 11 pm (or midnight if there is no school the next day), depending on the industry.

Delaware

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
    • When school is in session, 3 hours per day, 18 hours per week
  • 16 and 17:
    • May not spend more than 12 hours per day in a combination of school and work hours.
    • Must have at least 8 consecutive hours of nonwork, nonschool time each day
    • Must receive a 30-minute break after 5 consecutive hours 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: 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
    • May not work more than 4 consecutive hours without a 30-minute uninterrupted meal break
  • 16 and 17:
    • Up to 8 hours per day on school days.Restrictions on hours during school weeks may be waived with appropriate parental or school consent under Florida law (HB49)
    • If scheduled to work 8 or more hours in a day, may not work more than 4 consecutive hours without a 30-minute meal break

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:

  • 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, 18 hours per week
    • At least a 30-minute rest or meal period for 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 to 7 am on school days (and days preceding a school day)
    • 9 pm to 6 am on non-school days (and days preceding a non-school day)
  • 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

Note: Federal child labor laws may impose stricter limits.

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, 18 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: None

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: None

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

Note: Federal child labor laws may impose stricter limits.

Kentucky

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

  • 14 and 15:
    • 3 hours per day on a school day, 8 hours per day on a 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 a school day or 1 AM preceding a 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 after 5 consecutive hours of work
  • 16 and 17
    • Must have at least 8 consecutive hours of rest 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, 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, no more than 6 days in a row.
    • May work up to 50 hours per week during weeks with fewer than 3 scheduled school days or during the first or last week of the school calendar.

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)
    • 12 am to 5 am on non-school days

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, 3 hours per day (8 hours on a non-school day), 18 hours per week
  • 16 and 17:
    • May not spend more than 12 hours per day in a combination of school and work hours
    • Must have at least 8 consecutive hours of non-work, non-school time in each 24-hour period

All minors must have a 30-minute break when working more than 5 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:
    • 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: Required for minors under 18, unless exempt.

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

  • 14 and 15:
    • When school is not in session, up to 8 hours per day, 40 hours per week
    • When school is in session, up to 3 hours per day (8 hours on a non-school day), 18 hours per week
  • 16 and 17:
    • When school is in session, up to 24 hours per week
    • When school is not in session, up to 48 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

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:
    • No limits on daily or weekly hours

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
    • 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

Note: Federal child labor laws may impose stricter limits.

Missouri

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, 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

Note: Federal child labor laws may impose stricter limits.

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:
    • Up to 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

    Note: Federal child labor laws may impose stricter limits.

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 in session, 3 hours per day (8 hours on a non-school day), 23 hours per week
    • When school is not in session, 8 hours per day, 48 hours per week
  • 16 and 17:
    • When school is in session (5 school days), no more than 35 hours per week and no more than 6 consecutive days
    • When school is not in session (or fewer school days), no more than 48 hours per week and no more than 6 consecutive days
    • Additional limits apply for certain types of labor (e.g., manufacturing and manual labor daily caps)

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

  • Under 16:
    • Before 7 am or after 9 pm
  • 16 and 17:
    • None

Note: Federal child labor laws may impose stricter limits.

New Jersey

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, 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:
    • When school is in session, up to 8 hours per day, 40 hours per week, 6 days per week
    • When school is not in session, up to 10 hours per day, 50 hours per week

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

  • 14 and 15:
    • Before 7 am or after 7 pm (9 pm from June 1st – Labor Day)
  • 16 and 17:
    • Before 6 am or after 11 pm on nights before a school day
    • Before 6 am or after 12 am on nights not followed by a school day
    • May work until 3 am in restaurants and seasonal amusements during non-school weeks.

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 from June 1st – Labor 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:
    • Before 7 am or after 7 pm (9 pm from June 21st – Labor Day)
  • 16 and 17:
    • Before 6 am or after 10 pm on nights before a school day
    • Before 6 am or after 12 am on nights not followed by a school day
    • May work until midnight before a school day with written permission from a parent and the school

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:
    • Before 5 am or after 11 pm on nights preceding a school day (for minors enrolled in school)

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

Note: Federal child labor laws may impose stricter limits.

Ohio

Work Permit: Required for minors under 16 at all times and for 16- and 17-year-olds during the school year (Age and Schooling Certificate)

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 from June 1 through September 1 and during school holidays of 5 consecutive school days or more) to 7 am
  • 16 and 17:
    • 11 pm before a school day to 7 am on a school day (6 am if not employed after 8 pm the previous night), if required to attend school.

Note: Federal child labor laws may impose stricter limits.

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 receive 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:
    • 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 hours on a non-school day), 18 hours per school week, plus up to 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, plus up to 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
    • Minors must have at least 8 consecutive hours of rest between the end of one shift and the start of the next workday

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

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

Note: Federal child labor laws may impose stricter limits.

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

Minors must receive a 30-minute unpaid break if working six consecutive hours.

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 permitted up to 3 nights per week with parental consent)

Note: Federal child labor laws may impose stricter limits.

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

Note: Federal child labor laws may impose stricter limits.

Utah

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

  • Under 16:
    • When school is in session, 3 hours per day, 18 hours per week
    • When school is not in session, 8 hours per day, 40 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 on June 1 to Labor Day) to 7 am 
  • 16 and 17:
    • None

Vermont

Work Permit: Not required, except for minors under 16 working during school hours outside approved educational programs.

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: Required for minors under 16 (ages 14–15)

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

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 receive a paid 10-minute rest break for every 2 hours worked and a 30-minute meal period after 4 hours of work
  • 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 receive a paid 10-minute rest break for every 4 hours worked and a 30-minute meal period if working more than 5 hours; may not work more than 3 hours without a rest break

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 18 (Age Certificate)

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: Required for minors under 16 (with limited exceptions)

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:

Ages 14–17:

  • No more than 8 hours in any 12-hour period.
  • No work before 5:00 am or after 10:00 pm (midnight on non-school nights).

Note: Wyoming state law provides general limits for minors; however, most employers are subject to federal child labor laws (FLSA), which impose stricter limits on hours and times of work for minors under 16. Employers must follow the more restrictive standard.

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

Note: Federal child labor laws may impose stricter limits.

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:

14 to 17:

  • 8 hours per day, 40 hours per week, 6 days per week
  • When school is in session, total hours of school and work combined may not exceed 8 hours per day

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

Note: Federal child labor laws may impose stricter limits, particularly for minors under 16 during school weeks.

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 has its own child labor laws and is stricter than many states. For minors ages 16 and 17, New York generally limits them to no 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 academic standing from the school they attend. Without this permission, they are prohibited from working after 10:00 pm on a day before a school day.

Minor labor laws in Alabama

In Alabama, each employer must obtain the proper Child Labor Certificate for each location where minors under 18 are employed. 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 or county where the minor lives. Colorado also allows 14 and 15-year-olds to obtain a school release permit in limited circumstances 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 a wide range of non-hazardous occupations, subject to state and federal restrictions.

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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Jury duty laws in every US state (2026)

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 (including the District of Columbia) that require employers to pay employees serving mandatory jury duty.

  • 18 states 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

Many employees are not familiar with the laws regarding jury duty 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 (including 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. District of Columbia
  6. Louisiana
  7. Massachusetts 
  8. Nebraska
  9. New York
  10. Tennessee 

There are also 18 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. Maryland
  7. Massachusetts
  8. Mississippi 
  9. Missouri
  10. Nebraska
  11. Nevada
  12. New Mexico
  13. New York
  14. Ohio
  15. Oklahoma
  16. Oregon
  17. Utah 
  18. 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 – up to $50 per day of jury service for the first three days, unless a higher amount is agreed to between employer and employee No
Connecticut Yes – first five days of jury service 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 counties. In 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 No 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 Yes
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. 

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

Although Georgia law does not expressly require employers to provide paid leave for jury service, a 1989 Attorney General opinion addressed employer obligations under the state’s jury duty statute. The statute itself does not clearly state that private employers must provide paid jury duty 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 $72 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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Minimum Wage by State (2026)

Staff Cooking in Restaurant

Summary

  • More than 20 states are raising their minimum wages in 2026, with many increases taking effect on January 1, 2026 and some scheduled later in the year as well.

  • The federal minimum wage has stayed at $7.25/hour since 2009, but 30+ states and Washington, D.C. have minimum wages above the federal floor as of 2026.

  • Because minimum wage rules vary by location and change over time, a reliable payroll system helps ensure accurate pay and compliance.

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).

As of 2026, the federal minimum wage remains $7.25 per hour, a rate that was last revised in 2009. At the same time, many states and local governments set minimum wages above the federal floor, meaning employers often need to follow state or city rules instead of the federal minimum.

When multiple minimum wage laws apply (for example, federal, state, and local), employers are generally required to pay the rate that provides the greatest benefit to the employee. In other words, the highest applicable minimum wage.

Several jurisdictions now have minimum wage rates far above the federal floor. As of January 1, 2026, Washington, D.C. has the highest rate in the country at $17.95 per hour. Washington State follows with a statewide minimum wage of $17.13 per hour, and New York’s Downstate regions (New York City, Long Island, and Westchester) have a minimum wage of $17.00 per hour, with the rest of New York at $16.00 per hour. Other states with relatively high rates include Connecticut at $16.94, California at $16.90, Hawaii at $16.00, and Maine at $15.10—all above the federal minimum of $7.25.

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 2026

Effective January 1, more than 19 states raised their minimum wage rates in response to inflation or according to previously enacted legislation. Four additional states are set to increase their minimum wage later in the year. 

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 2026 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 $13. (from $11.91)
set to increase on July 1, 2026 to $14		 Northern Mariana Islands Alabama
Arkansas $11.00 Georgia Louisiana
*Arizona $15.15 (from $14.70) Iowa Mississippi
*California $16.90 (From $16.50) Idaho South Carolina
*Colorado $15.16 (from $14.81) Indiana Tennessee
*Connecticut $16.94 (from $16.35) Kansas  
*District of Columbia $17.95 (from $17.50) Kentucky  
Delaware $15 North Carolina  
Florida $14 North Dakota  
*Hawaii $16 (from $14) New Hampshire  
Illinois $15.00 Oklahoma  
*Maine $15.10 (from $14.65) Pennsylvania  
Maryland $15 Texas  
Massachusetts $15 Utah  
*Michigan $13.73 (from $12.48) Wisconsin  
*Minnesota $11.41 (from $11.13) Wyoming  
*Missouri $15 (from $13.75)    
*Montana $10.85 (from $10.55)    
*Nebraska $15 (from $13.50)    
Nevada $12    
*New Jersey $15.92 (from $15.49)    
New Mexico $12.00    
*New York $17 for New York City, Long Island, and Westchester County and $16 for the remainder of New York State    
*Ohio $11 (from $10.70)    
*Oregon $15.05 ($16.30 in Portland Metro Area and $14.05 in non-urban counties)    
*Rhode Island $16 (from $15)    
*South Dakota  $11.85 (from $11.50)    
*Vermont $14.42 (from $14.01)    
*Virginia $12.77 (from $12.41)    
*Washington $17.13 (from $16.66)    
West Virginia $8.75    
Virgin Islands $10.50    
Guam $9.25    
Puerto Rico $10.50    

As of January 1, 2026, D.C. has one of the highest minimum wage rates in the country at $17.95 per hour, with a further increase scheduled for July 1, 2026.. 

State minimum wage laws often include exemptions or special wage categories for certain jobs or sectors. These may apply to roles such as tipped workers, agricultural employees, seasonal workers, or employees of small employers. For example, New Jersey’s 2026 minimum wage rules differentiate between large and small or seasonal employers and set separate requirements for tipped and agricultural workers under state law.

Some states set subminimum rates for minors, students, or trainees. For example, in Rhode Island (standard minimum wage of $16.00 in 2026), full-time students under 19 working for certain nonprofit organizations may be paid 90% of the minimum wage, which is $14.40 per hour.

Minimum Wage in New York

New York’s minimum wage has increased steadily since the state began a multi-year phase-in process in 2016. As of January 1, 2026, minimum wage rates in New York vary by region rather than employer size or industry. The minimum wage is $17.00 per hour in New York City, Long Island (Nassau and Suffolk counties), and Westchester County, and $16.00 per hour in the remainder of New York State.

Under current state law, scheduled increases apply through 2026. Beginning in 2027, New York’s minimum wage will increase annually based on the three-year moving average of the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) for the Northeast Region, subject to statutory conditions that allow the state to pause increases under certain economic circumstances.

In earlier years of the phase-in, minimum wage increases applied at different rates depending on employer size and location. By 2026, however, the primary distinction is geographic. New York also maintains separate wage rules for tipped workers, allowing employers in certain industries to apply a limited tip credit toward the minimum wage when specific legal requirements are met. These rules vary by occupation and work conditions and are governed by state labor regulations.

Minimum Wage in California

As of January 1, 2026, the statewide minimum wage in California is $16.90 per hour, which is significantly higher than the federal minimum of $7.25.

After reaching $15 through a phase-in process that began in 2017, California’s minimum wage is now adjusted annually based on inflation as measured by the Consumer Price Index.

California has enacted industry-specific minimum wage requirements for certain sectors. One notable example applies to quick-service (fast food) restaurants with at least 60 locations nationwide, which must pay a minimum wage of $20.00 per hour under state law.

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. 

Employers may pay tipped employees in Illinois a cash wage equal to 60% of the applicable minimum wage. Employees must still earn at least the full minimum wage after tips, and employers are required to make up any difference.

Rates are higher in Chicago, where the minimum wage is currently $16.60 per hour for employers with four or more employees. 

Chicago tipped workers have a minimum wage of $12.62. 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 30, 2025, Florida’s minimum wage is $14 per hour. This is 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. 

State and federal law also allow subminimum wages or exemptions for certain categories of workers, including some agricultural, seasonal, domestic, and nonprofit employees, depending on the circumstances.

Coverage depends on both state and federal law, and employers must evaluate which rules apply to their workforce.

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. As of 2026, Nevada’s minimum wage remains $12.00 per hour, according to the U.S. Department of Labor.

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. 

 

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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Overtime Pay Laws | States + Federal (2026 Update)

Summary 

  • Federal overtime laws require that employers provide overtime pay to those who work over 40 hours per workweek.

  • Many states have their own overtime laws. States that do not have their own overtime rules default to the federal law. 

  • Many employers opt to use specialized payroll platforms that can automate overtime calculations and payments. 

If you are in charge of hourly employees, it’s likely that there will be days, weeks, or even months when your staff needs to work extra hours. Whether that’s over a typical eight-hour workday or a 40-hour workweek, the federal government has made it mandatory to compensate all non-exempt employees. This is important as it protects workers and rewards them for the additional time they spend supporting your business. 

Some states have their own overtime laws, while others do not. It’s crucial to stay informed on the current overtime regulations in your state. In fact, if an employer willfully or repeatedly violates overtime requirements, they will be subject to a civil money penalty of up to $1,000 for each violation. 

Luckily, the laws themselves are relatively straightforward. Below we’ve compiled the federal laws along with a table outlining the overtime laws by state. 

Jump to overtime law table

Federal overtime laws 

According to the US Department of Labor, federal laws on overtime pay are determined by the Fair Labor Standards Act (FLSA). The FLSA states that all non-exempt employees are entitled to overtime pay for working over 40 hours in a workweek. If an employee has exempt status, such as a salaried employee, you are not required to provide overtime. 

The rate of overtime pay must be no less than time and a half their usual hourly rate of pay (or 1.5 times the regular rate of pay). Additionally, there is no limit to the number of hours an employee can work in any workweek. 

A “workweek” is seven consecutive days or a fixed set of 168 hours. These seven days do not need to align with a typical calendar week or job starting time. As long as a fixed and regularly recurring schedule is established, employees should receive the overtime rate owed to them. Typically, overtime pay is included with the wages earned in a regular payday or pay period. 

Forced overtime work

In most states, workers can be “forced” to work overtime by their company. Employers can schedule workers for any shift length or consecutive work days. Additionally, federal law does not require breaks to be provided to the employee. However, many states have mandatory breaks and paid rest periods. If a worker refuses to work overtime, the employer has a legal right to terminate the employee. 

Salaried employees and other overtime exemptions 

Various occupations and job duties are exempt from overtime pay. The standard salary level that currently exempts executive, administrative, and professional (EAP) employees is at $684 per week ($35,568 annually). 

In April 2024, the U.S. Department of Labor issued a final rule that would have raised the salary threshold to $844 per week ($43,888 annually) effective July 1, 2024, with a further increase to $1,128 per week ($58,656 annually) scheduled for January 1, 2025. However, on November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated that final rule nationwide. As a result, the 2019 salary thresholds are currently being enforced.

Examples of some exempt roles include (subject to FLSA conditions): 

A state-by-state breakdown of overtime laws

If a state does not have its own overtime laws, it must default to the federal law. However, if a state has its own overtime laws, the state law is added on top of the federal law. In other words, employers need to abide by whichever law is more generous and provides their staff with the highest earnings. 

When it comes to remote workers who work in different states, the labor laws of the state in which they are physically located and perform work apply. This is true regardless of where the company is located. So if your company is based in New York, but your employee is working from California, you would follow California’s overtime laws for that employee. 

A look at overtime laws by state

Column two denotes whether or not a state has a law establishing a daily overtime threshold and the rate at which these hours are paid. The dashes indicate that the state does not have any laws pertaining to daily overtime. 

Column three lists each state’s weekly overtime threshold as well as the rate at which overtime is paid. States with notable exceptions or unique labor laws have links to their respective Department of Labor pages. 

StateDaily OT thresholdWeekly OT threshold 
Alabama–40 hours (1.5x)
Alaska8 hours (1.5x)40 hours (1.5x)
Arizona–40 hours (1.5x)
Arkansas–40 hours (1.5x)
California8 hours (1.5x) / 12 hours (2x)40 hours (1.5x)
Colorado12 hours (1.5x)40 hours (1.5x)
Connecticut–40 hours (1.5x)
Delaware–40 hours (1.5x)
D.C. –40 hours (1.5x)
Florida–40 hours (1.5x)
Georgia–40 hours (1.5x)
Hawaii–
(except public works: OT after 8 hours/day; all Sat/Sun/state holidays)		40 hours (1.5x)
Idaho–40 hours (1.5x)
Illinois–40 hours (1.5x)
Indiana–40 hours (1.5x)
Iowa–40 hours (1.5x)
Kansas–40 hours (1.5x)

FLSA applies to most employers; otherwise 46 hours under state law
Kentucky–40 hours (1.5x)

7th consecutive day: all hrs at 1.5×
Louisiana–40 hours (1.5x)
Maine–40 hours (1.5x)
Maryland–40 hours (1.5x)

Agricultural workers: 60 hours
Massachusetts –40 hours (1.5x)
Michigan –40 hours (1.5x)
Minnesota–48 hours (1.5x)
Mississippi–40 hours (1.5x)
Missouri–40 hours (1.5x)
Montana–40 hours (1.5x)
Nebraska–40 hours (1.5x)
Nevada8 hours (1.5x)40 hours (1.5x)
New Hampshire–40 hours (1.5x)
New Jersey –40 hours (1.5x)
New Mexico–40 hours (1.5x)
New York–40 hours (1.5x)

Certain residential employees: 44+ hours
North Carolina–40 hours (1.5x)
North Dakota–40 hours (1.5x)
Ohio–40 hours (1.5x)
Oklahoma–40 hours (1.5x)
Oregon–40 hours (1.5x)
Pennsylvania–40 hours (1.5x)
Rhode Island–40 hours (1.5x)
South Carolina–40 hours (1.5x)
South Dakota–40 hours (1.5x)
Tennessee–40 hours (1.5x)
Texas–40 hours (1.5x)
Utah–40 hours (1.5x)
Vermont–40 hours (1.5x)
Virginia–40 hours (1.5x)
Washington–40 hours (1.5x)
West Virginia–40 hours (1.5x)
Wisconsin–40 hours (1.5x)
Wyoming–40 hours (1.5x)

As you can see from the table above, the majority of states base overtime pay on a 40-hour workweek, defaulting to the federal law. However, some states require overtime pay based on the hours worked in a single workday or other unique exceptions. Below we’ve delved into a few examples of state-by-state exceptions. For other exceptions, click through the links in the table above. 

California 

In California, employers are required by law to provide 1.5x pay for every hour an employee works beyond: 

  • 40 hours in a workweek
  • 8 hours in a workday 
  • 6 days in a workweek  

Moreover, California also has a law in which an employer must pay 2x an employee’s regular hourly rate, also known as double time pay, if they work over:  

  • 12 hours in a workday 
  • 8 hours on the seventh consecutive day of work in a workweek

Alaska

Like California, Alaska’s state overtime law requires that employers pay overtime when a non-exempt employee logs more than 40 hours of work and eight hours in a workday. However, the overtime rules have a number of exemptions related to occupations in agriculture and aquatic work. ‌

Colorado

Colorado’s state overtime law requires overtime pay for hours worked beyond: 

  • 40 hours in a workweek 
  • 12 hours in a workday 
  • 12 consecutive hours, regardless of the start and end time of the workday  

Kansas 

Unlike the conventional 40 hours of most states, Kansas overtime law requires employers to pay overtime when an employee has worked over 46 hours in a workweek. However, because the FLSA requires that overtime is awarded at 40 plus hours, Kansas businesses that are covered by the FLSA must follow the federal law. If not, they must follow Kansas’s overtime rules for non-exempt employees.  

Minnesota 

Minnesota’s state overtime law requires companies to pay overtime for those working over 48 hours in a workweek. Like Kansas, Minnesota businesses covered by FLSA must follow the federal law. 

Stay on Top of Overtime

Overtime is expensive. While necessary at times, ideally, it should never be the norm. If you find yourself consistently paying out overtime hours even in the face of manageable workloads, something is probably wrong. Check out the free webinar below to figure out how to keep your labor costs low by drilling down on where you are overspending on overtime. 

Webinar: How to Lower Your Overtime Hours

For the few times you do need to pay overtime, make sure you are doing it correctly. There are many ways to do this; however, manually tracking and calculating overtime hours is a dangerous game.

Workforce.com’s Payroll platform makes the hassle of recording, calculating, and paying overtime much easier. Through an extensive time clock system, employee overtime hours and pay are automatically compiled on electronic timesheets, helping you improve visibility, reduce errors, and avoid compliance risks. With special tags, you can customize multiple earnings rates to match your state’s specific overtime rules. These rates automatically trigger whenever an employee crosses into overtime. 

To learn more about how Workforce.com can help you manage overtime, book a call today. 

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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Wage Transparency is Coming to Massachusetts: Is Your Business Ready?

Summary:

  • Starting October 29, 2025, Massachusetts employers with 25 or more employees must include salary ranges in job postings. 
  • Pay transparency laws ensure pay equity and fairness, but compliance can be a challenge without the right system. 
  • Workforce.com helps businesses stay compliant by centralizing pay data, standardizing job postings, and providing tools that simplify workforce reporting across locations.

Massachusetts has officially joined the growing list of states mandating pay transparency. Beginning October 29, 2025, employers with 25 or more employees must include salary ranges in job postings, provide them to applicants, and share them with current employees upon request.

Earlier in the year, beginning February 1, 2025, businesses with 100 or more employees that already file federal EEO-1 reports must also submit those reports to the Commonwealth.

Both measures fall under An Act Relative to Salary Range Transparency signed by Governor Healey on July 31, 2024. 

Also read: A Guide to State and Local Pay Transparency Laws [2025]

What the Wage Transparency Covers

The Wage Transparency Act in Massachusetts focuses on two key areas: pay range disclosure and EEO workforce reporting.  

Pay Range Disclosure Requirements

Starting October 29, 2025, employers with at least 25 employees must disclose pay ranges in job postings and must provide pay information upon request of current employees. The pay range refers to the annual or hourly wage range that an employer reasonably and in good faith expects to pay for such a position at that time. 

Employees and applicants have the right to receive the pay range when applying for a role, being promoted or transferred, or upon request for their current position. Employers are prohibited from retaliating against employees who exercise these rights.

Although the law’s disclosure requirement takes effect in 2025, employers can voluntarily begin complying earlier.

EEO Reporting Requirements

Beginning February 1, 2025, private employers with 100 or more employees that already submit an EEO-1 report to the federal government must also send their most recent report to the Massachusetts Secretary of the Commonwealth each year.

This requirement aims to improve statewide visibility into workforce diversity and pay equity, helping the state identify and address wage disparities across industries.

Practical Ways to Ensure Compliance

Pay transparency laws like Massachusetts’ Wage Transparency Act are changing how businesses handle compensation. While adapting to new regulations can feel complex, the right systems can turn compliance into an advantage. Workforce.com can help you do exactly that. Here are some of the ways: 

Standardize pay ranges in job postings

Every job posting should include a pay range, one that’s consistent with internal pay bands and defensible under the law. 

Workforce.com’s Applicant Tracking System (ATS) allows HR teams to add and display pay ranges directly in job postings, helping organizations comply with wage transparency requirements not only in Massachusetts but also in other states. 

Centralizing pay and job information

Workforce.com is an all-in-one system that houses scheduling, timekeeping, and payroll data in a single platform. With all pay and job information in one platform, HR and hiring teams have a single source of truth for wages across locations and roles. This makes it easier to verify pay range accuracy before posting job vacancies, respond to pay range request inquiries from current employees, and submit consistent payroll reports. 

Conduct regular pay audits

Pay transparency often goes hand in hand with pay equity. Regularly reviewing your compensation data helps ensure fairness and compliance.

Workforce.com provides reporting tools that let you analyze pay distribution across roles and locations, making it simple to track pay rates, identify discrepancies, and stay aligned with both state and federal reporting requirements.

Pay transparency laws are changing the way businesses talk about compensation. For employers, it’s an opportunity to build trust and demonstrate fairness, not just another compliance box to tick. 

With Workforce.com, businesses can manage pay ranges, job data, and workforce reports in one place, making it easier to stay consistent and confident as new laws take effect.

Discover how Workforce.com can help your business comply with labor laws, such as pay transparency rules, with an all-in-one platform. Book a call today.

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Tax Resolution Excellence: Workforce.com vs. Industry Standard

Case Study 1: Mid-Quarter Provider Transition

Challenge: Customer switched to Workforce.com mid-quarter with incomplete returns from previous provider.

Industry Standard: Most providers would require the client to resolve issues with their previous provider or charge significant fees for manual corrections.

Workforce.com Approach: Submitted manual corrections free of charge, saving the client time, stress, and potential penalties.

Implications of Workforce.com Approach: Without Workforce.com’s intervention, the employer would face potential IRS penalties for incomplete filings, interest on unpaid taxes, and compliance violations that could trigger audits. The employer would also need to divert staff time to resolve the issue or pay their previous provider additional fees. Workforce.com eliminated these financial risks and administrative burdens completely.

Case Study 2: IRS EIN Merger Complication

Challenge: IRS automatically merged a customer’s two EINs, creating filing discrepancies.

Industry Standard: Typical providers might identify the issue but expect the client to resolve it directly with the IRS.

Workforce.com Approach: Invested hours on calls with the IRS to investigate the root cause, then manually reconciled transcripts with submissions to ensure compliance.

Implications of Workforce.com Approach: The standard approach would leave the employer facing potential IRS notices, penalties for apparent underpayment of taxes, and the need to hire specialized tax consultants to resolve the issue. These discrepancies could lead to incorrect tax assessments costing thousands of dollars and jeopardizing the company’s tax compliance record. By taking ownership of this complex problem, Workforce.com saved the client approximately 15-20 hours of specialized accounting work (valued at $3,000-5,000) and prevented potential penalties that could have exceeded $10,000.

Case Study 3: Late Discovery of Missing Payroll Data

Challenge: Client forgot to share January payruns during February implementation, only revealing this two weeks before federal filing deadlines the following January.

Industry Standard: Most providers would either charge rush fees, delay corrections until after deadlines, or require the client to file amendments themselves.

Workforce.com Approach: Rapidly produced corrected W-2s and completed all federal and state filings within just three business days.

Implications of Workforce.com Approach: The standard industry response would likely result in missed filing deadlines, triggering automatic IRS penalties (starting at $50 per W-2 and increasing to $260 for extended delays), plus separate state penalties. Employees would receive incorrect W-2s, potentially delaying their personal tax filings or requiring them to file amendments. The employer would face not only financial penalties but also diminished employee trust. Workforce.com’s rapid response prevented additional penalties and preserved the employer’s reputation with employees. Additionally, this quick resolution allowed employees to file their personal taxes on time without complications.

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A Guide to State and Local Pay Transparency Laws [2025]

Summary

  • Pay transparency laws help promote pay equity and transparency by requiring employers to disclose information, such as wage information and benefits, in job postings.
  • There is no federal law on pay transparency, but several states have implemented their own regulations.
  • Payroll software can help standardize pay rates and ensure compliance, especially for businesses operating across state lines.

To bridge the pay equity gap, several states and localities in the United States have enacted pay transparency laws. These laws have helped promote openness around hiring processes and compensation, but they’ve also introduced challenges for HR and payroll teams.

What does pay transparency mean?

Pay transparency refers to the practice of disclosing compensation-related information to employees, job applicants, or the public. This can include salary ranges, benefits, wage changes due to promotions, or pay by role or department. The level of disclosure depends on local or state laws. Some jurisdictions require proactive disclosures, while others only mandate sharing this information upon request. Certain regulations also specify whether disclosures must be made internally, externally, or both.

The goal of pay transparency is to ensure employees are paid fairly and to help them assess whether their compensation aligns with their role. When implemented effectively, pay transparency can support talent attraction and retention, enhance employee morale, strengthen employer branding, promote pay equity, and mitigate wage discrimination or unfair labor practices.

However, transparency also puts the responsibility on employers to manage how employees respond, especially when they discover they’re earning at the lower end of a wage range. It also adds compliance complexity, particularly for multi-location businesses navigating a patchwork of state and local laws.

Is there a federal law on pay transparency?

At the federal level, there are currently no federal laws requiring businesses to disclose pay information. In the absence of nationwide regulations, some states have introduced their own pay transparency laws, requiring organizations operating within their borders to meet specific disclosure requirements.

Which states have pay transparency laws?

Currently, 14 states, including D.C., have implemented pay transparency laws at the state level. While Ohio doesn’t have a statewide policy, some of its local jurisdictions have adopted their own rules.Here’s a running list of states and localities with pay transparency laws in place:

California

  • Employers with 15 or more employees must include the pay scale for a position in any job postings, including third-party organizations that are posting job ads on their behalf. 
  • Upon request, employers must provide the pay scale to an employee for the position that they are currently employed.
  • Employers must maintain records on the job title and wage history of each employee for the duration of their employment plus three years after they’re no longer with the company. Records should be open to inspection by the Labor Commissioner. 
  • Employers with 100 or more employees are required to submit an annual report on pay data, which is due every year in May. 

Colorado

Under Colorado’s Equal Pay for Equal Work Act, pay transparency rules require employers with at least one employee in the state to: 

  • Disclose pay and other information in job postings and notices, internally and publicly:
    • Compensation, benefits information, how and when to apply
    • The rate of pay or a range of offered rates (hourly, salary, piece rate)
    • General description of any other compensation (e.g. bonuses, commissions, or tips)
  • Disclose available job opportunities to all employees and also disclose who was selected.
  • Disclose how to advance through career progressions to eligible employees.
  • Keep records of wages and job descriptions.

Connecticut

  • Employers must include the pay range (salary or hourly rate) and a description of benefits to external job ads, internal job postings (promotions or transfers), and remote jobs if an employee would report to someone in Connecticut.
  • Disclosure should be upfront and proactive.

District of Columbia

  • Employers with one or more employees in D.C. must provide the minimum and maximum projected salary or hourly pay in all job listings.
  • Employers must disclose healthcare benefits before the first interview.
  • Employers must post a notice about employee rights under this law in a visible, shared space at work. 

Hawaii

  • Employers with 50 or more employees must include the hourly rate or salary range in job listings.
  • However, the law does not specify the location of the 50 or more employees nor the type of their employment.
  • Unlike other states, Hawaii does not require employers to disclose pay information on internal transfers and promotions. 

Illinois

  • Employers with 15 or more employees (full-time or part-time) must include a pay range and a description of benefits.
  • Employers must inform current employees of job openings.
  • If an employer posts a job posting publicly, they are also required to inform all current employees of the job opportunity within 14 days. 

Maryland

  • Internal and external job postings should include the pay range, a general description of benefits, and other compensation details offered (e.g., overtime, tips, commissions, bonuses, etc.).

Massachusetts

  • Employers with 25 or more employees must disclose the pay range in the job posting for any position.
  • Employees and job applicants have the legal right to know the pay range for a job when they apply, get promoted, transfer, or start a new position with an employer that has 25 or more employees. 
  • Current employees can also ask for the pay range for their current position. 

Minnesota

  • Employers with 30 or more employees are required to disclose the pay range for each job posting.
  • Employers must also provide a general description of benefits and other compensation (e.g. health or retirement benefits).
  • If the employer can’t provide a salary range, they must list a fixed rate.

Nevada

  • Employers must disclose the wage or salary range for a position to applicants after an interview. 
  • Employers must also disclose the wage and salary range for current employees who are seeking a promotion or transfer.

New Jersey

  • Employers with 10 or more employees over 20 calendar weeks must disclose the hourly wage, salary, or pay range in external job postings, internal promotions, or transfer opportunities. They must also provide a description of benefits an employee can expect to receive in the first 12 months.
  • Jersey City: Local rules in Jersey City require employers with five or more employees to disclose the minimum and maximum base salary or hourly wage, as well as the job benefits being offered. 

New York

New York has statewide rules and local regulations in place.

In New York state, employers with 4 or more employees are required to: 

  • Disclose pay ranges for all jobs, promotions, and transfer opportunities. 
  • Disclose compensation basis (e.g. completely commission-based work).
  • Include a job description, except when the job title itself is self-explanatory.

New York City, Ithaca, Albany, and Westchester County have their own pay transparency rules. Their regulations are similar and aligned with state requirements but may have differences in who can file a complaint to the state’s department of labor and the penalties involved. For instance, New York City allows employers a 30-day window to correct their pay information once they receive a notice of violation. The state law doesn’t have this provision.

Rhode Island

Employers are required to disclose the pay range when someone is hired, when an employee moves to a new job within the company, or when an employee requests it.

Vermont (Effective Date: July 1, 2025)

  • Businesses with 5 or more employees, with at least one working in Vermont, must include a minimum and maximum salary range in all job ads, including internal and external postings, promotion opportunities, and transfers. 
  • Employers must clearly state if jobs are commission-based. 
  • Employers must specify a base wage for tipped positions.

Washington

  • Employers with 15 or more employees must include the salary range, general description of all benefits, and other compensation offered in their job postings.
  • Employers must provide the salary range for new positions to employees who are offered a transfer or promotion. 

Ohio

Ohio does not currently have a statewide pay transparency law. However, some local rules are currently in effect. 

  • Cincinnati and Toledo: Employers with 15 or more employees must disclose the salary range upon request after the first interview.
  • Cleveland: Employers with 15 or more employees must include the salary range in job postings. (Effective date: October 27, 2025)

How can businesses adapt to pay transparency laws? 

Pay transparency is gaining momentum, and more states and localities are expected to enact rules in the near future. While these laws aim to close wage gaps, they can present challenges, especially for businesses operating across multiple jurisdictions.

Pay transparency laws often trigger company-wide policy changes. While HR usually leads these updates, payroll teams play a crucial role in ensuring that publicly disclosed pay ranges align with actual employee compensation.

Here are some practical tips to help payroll teams prepare and comply with current wage transparency rules and stay ahead of new laws:

Standardize pay rates across job sites and states

Consistent pay structures are crucial for compliance, particularly when hiring across multiple locations. Job titles and pay ranges should be clearly defined and aligned to meet local disclosure requirements. Inconsistencies can result in compliance risks and employee mistrust.

Post accurate and realistic pay ranges

Job postings must reflect actual compensation, not placeholders. Pay ranges should be based on current pay data and reflect what job candidates can realistically expect to earn. Ranges like “$50,000–$100,000” can signal noncompliance or raise red flags with regulators.

Evaluate internal pay equity across similar roles

Regular pay equity audits can help identify whether employees in similar roles are being paid fairly and equitably. If differences or disparities exist, document whether they are justified by performance, tenure, or other legitimate factors. Transparency laws make it critical to catch and address any unexplained gaps.

Keep organized payroll records

Accurate, centralized payroll records are essential. You’ll need clear documentation connecting job titles, hours worked, and pay rates, especially if employees or regulators request it.

Upgrade your systems to support compliance

Manual processes and outdated tools make compliance more difficult and prone to error. Upgrade your existing systems to centralize all your data and make it easy to track pay rates, monitor pay equity, and stay ahead of legal requirements. 

How Workforce.com helps with pay transparency compliance

Workforce.com combines payroll, time tracking, and scheduling into a single system. You can assign pay rates by role and location, ensure job postings reflect current compensation, and quickly identify any gaps and inconsistencies. With centralized records and reporting, it’s easier to comply with transparency requirements and to build a more consistent payroll process overall.

Discover how Workforce.com can help simplify payroll and compliance with pay transparency rules. 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, 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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What New Jersey’s Pay Transparency Law Means for Payroll

Summary

  • New Jersey’s Pay Transparency Act will be in effect by June 1, 2025.
  • Employees will be required to disclose pay ranges and benefits new hires can expect to receive within 12 months of employment..
  • Payroll software is crucial to ensuring that publicized salary ranges match what employees are being paid.

New Jersey joins a growing list of states that have implemented pay transparency laws, including New York, California, and Colorado. Starting June 1, 2025, the Pay Transparency Act will require covered employees to include pay information and benefits data in job postings, both for new roles and internal opportunities.

The act is designed to improve pay equity by making compensation more transparent to job seekers and employees alike. 

Who’s covered?

The law applies to employers who meet the following criteria: 

  • Have 10 or more employees over 20 calendar weeks 
  • Conduct business in New Jersey
  • Employ workers in New Jersey
  • Accepts applications for employment in New Jersey

What must be disclosed? 

Employers must disclose:

  • The hourly wage, salary, or pay range
  • A description of the benefits an employee can expect to receive in the first 12 months

These conditions apply to external job postings, internal promotions, and transfer opportunities. Employers must disclose any opportunities for promotion to all current staff in the affected department. However, promotions resulting from “unforeseen events” or based on years of service or performance are exempt from the notice requirement.

What happens if you don’t comply?

Employers who fail to comply can be subject to a penalty of $300 for first-time violations and up to $600 for subsequent violations.

What the new law means for payroll teams and how New Jersey businesses can adapt

Compliance with this new regulation has a lot to do with policy changes, and it’s easy to think that this is more of HR’s domain. However, once salary bands are made public, payroll teams must ensure that those numbers align with actual compensation data. 

Here are some practical tips to help payroll teams prepare:

Standardize pay rates across locations

If you’re hiring across state lines, you must ensure that each job post meets corresponding pay disclosure requirements in every state. 

Businesses operating in multiple locations often face challenges with standardizing job titles and pay rates. With Workforce.com, you can set pay rates for different roles or locations, which helps avoid any inconsistency between what’s posted on job listings and what’s paid.

Align job postings with actual pay data

To comply with laws like this, job postings must be audited against internal pay data. But this is easier said than done when compensation information is scattered across different spreadsheets or platforms. 

With Workforce.com, all your pay and role information lives in one system, making it easy to review, audit, and generate realistic pay ranges. 

For instance, instead of posting a vague range of $15-$25/hour, Workforce.com can help you determine the median pay rate for the role across locations, which will help you set a more realistic pay band.

In states that already have pay transparency laws, some businesses have received criticism for posting an overly broad range (e.g. $40,000-$120,000), which feels less like transparency and more like an attempt to skirt the law. If you’re serious about compliance and attracting the right people, realistic ranges matter. 

Audit job titles across roles

Payroll teams should look for pay disparities between employees with similar roles. If two people are doing the same work but receiving different pay, it’s important to understand why. 

Again, addressing these gaps is a matter of having the right data. Workforce.com houses employee records and pay rate history, which enables you to quickly identify inconsistencies among job titles and their pay. Managers can filter reports by job title and location to check whether employees with similar roles are paid within the same pay range.

Maintain clean payroll records

Keeping payroll records organized is a huge part of complying with different labor laws, including pay transparency requirements. Workforce.com keeps this information organized because it unifies time tracking, scheduling, and payroll. Ultimately, it creates a clean audit trail that connects job titles, hours worked, and pay rates. Having that information organized can help with compliance, especially if state regulators and employees ask for proof.

Invest in a good payroll system

Payroll is too complex to manage manually or with outdated tools. More than processing paychecks, a good payroll system centralizes your data such as pay rates, job roles, and other relevant information that can be crucial to compliance. 

Workforce.com was built to simplify this. It brings payroll and HR together, giving you a clearer view of your team and helping you stay compliant with new regulations.

Simplify compliance with Workforce.com

Pay transparency is both an HR and payroll challenge. With New Jersey’s law taking effect, it’s high time to ensure job postings align with what employees are actually paid. Workforce.com has the tools to help audit pay data, standardize pay rates across locations, and make payroll reports—all to help you stay compliant. 

See how Workforce.com makes payroll transparency easy for hourly teams. Book a demo today.

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Paycheck Pain: What Employers Need to Know About Student Loan Garnishment

The Trump administration is resuming wage garnishment for defaulted student loans starting May 5, 2025, with employers required to withhold up to 15% of employees’ disposable income. Small and mid-market businesses face significant administrative responsibilities including calculating garnishment amounts, processing deductions, and maintaining documentation, with estimated costs of 1-2 hours of staff time for initial setup and 15-30 minutes per affected employee each pay period.

Unlike most debt collection, federal student loan garnishment requires no court order, making implementation immediate once employers receive notice. Businesses that fail to comply face substantial liability risks, potentially becoming responsible for the employee’s entire debt plus penalties.

The policy affects roughly 5.3 million defaulted borrowers now, with nearly 4 million more at risk of default in coming months.

The Policy Evolution and Current Implementation

The concept of garnishing student loan payments directly from paychecks first emerged in February 2019, when then-Senator Lamar Alexander proposed it as part of reauthorizing the Higher Education Act. That original proposal called for a universal withholding system for all federal student loan borrowers, offering two options: an income-driven plan capping payments at 10% of discretionary income or a standard 10-year repayment plan.

While that proposal never became law, the current Trump administration announced in April 2025 that collection efforts on defaulted federal student loans would resume after a five-year pause that began during the COVID-19 pandemic. This implementation differs significantly from the 2019 proposal:

  • The current policy applies only to defaulted loans (typically 270+ days delinquent)
  • It follows administrative wage garnishment procedures established in the Debt Collection Improvement Act of 1996
  • Collections through the Treasury Offset Program began May 5, 2025
  • Wage garnishment notices will be sent to employers “later this summer”

The Department of Education maintains that resuming collections is not discretionary but required by the Higher Education Act. Education Secretary Linda McMahon stated that “American taxpayers will no longer be forced to serve as collateral for irresponsible student loan policies.”

Employer Responsibilities and Implementation Mechanics

When an employer receives a student loan wage garnishment order, they face several mandated responsibilities:

Immediate Responsibilities

  • Process garnishment orders as soon as received (no court order required)
  • Calculate the employee’s “disposable earnings” (gross pay minus legally required deductions like taxes)
  • Withhold up to 15% of disposable income
  • Notify affected employees about the garnishment
  • Begin withholding from the next available pay period
  • Send garnished funds to the agency specified in the order

Ongoing Requirements

  • Continue garnishment until receiving an official release or the debt is paid
  • Recalculate withholding if employee income changes
  • Maintain proper documentation of all garnishment activities
  • Ensure total garnishments don’t exceed legal limits (25% across all garnishments in most cases)
  • Manage priority order if multiple garnishments exist

The process differs from typical debt collection garnishments in critical ways. Most significantly, federal student loan garnishment is an administrative wage garnishment that doesn’t require judicial process. This means employers must implement these orders immediately upon receipt, with no court validation required.

Administrative Burden and Costs for Small/Mid-Market Businesses

Small and mid-market businesses bear disproportionate burdens from wage garnishment requirements due to limited administrative resources and less sophisticated payroll systems.

Time Requirements

The administrative work includes:

  • 1-2 hours of staff time for initial processing of each garnishment order
  • 15-30 minutes per affected employee each pay period for ongoing maintenance
  • Additional time for addressing employee questions and concerns

Small businesses face higher garnishment rates (13%) than large firms (8.7%), according to ADP Research Institute data, meaning they often handle more garnishments with fewer resources.

Financial Costs

While exact costs vary by business size and number of affected employees, expenses typically include:

  • Staff time costs (payroll/HR personnel diverting from core functions)
  • Potential investment in payroll system upgrades
  • Legal consultation expenses
  • Administrative fees (some states allow employers to charge employees $1-10 per payment)
  • Potential liability costs if garnishment orders aren’t processed correctly

For a small business with 25 employees and 3 garnishment orders, this could translate to approximately 6-8 hours of initial setup time plus 1-2 hours per pay period for ongoing maintenance—significant for operations with limited administrative staff.

Compliance Risks

The most severe cost comes from non-compliance. Employers who fail to properly implement garnishment orders can be held liable for the entire amount that should have been withheld, plus potential penalties and interest. For businesses processing multiple student loan garnishments, this represents substantial financial risk.

Timeline and Implementation Challenges

The current timeline creates several challenges for employers:

  • The Treasury Offset Program (seizing tax refunds, certain federal benefits) resumed May 5, 2025
  • Wage garnishment notices will be sent to employers “later this summer”
  • Approximately 5.3 million borrowers are currently in default, with nearly 4 million more at risk
  • Employers may face a sudden influx of garnishment orders with minimal preparation time

This compressed timeline coincides with other significant challenges:

  • The Department of Education is reducing staff by approximately 50%
  • Student loan management is transitioning from the Department of Education to the Small Business Administration
  • Many businesses face other economic pressures from inflation and tariffs

The administration has not announced any implementation assistance programs for affected employers despite the sudden resumption of collections.

Reasoning and Context for the Policy Shift

The Trump administration presents several justifications for resuming wage garnishment:

  • Fiscal responsibility: Officials argue taxpayers should not continue bearing costs of nonrepayment
  • Legal requirement: The administration maintains the Higher Education Act requires them to pursue collections
  • Normalizing operations: Officials frame this as returning to standard practice after an extended pandemic pause
  • Deterrent effect: Research suggests potential garnishment can motivate some borrowers to seek repayment options

Critics counter that the timing is problematic amid economic pressures, and that more effective alternatives exist, such as expanded income-driven repayment options.

Federal vs. Private Student Loan Treatment

The enforcement mechanisms differ significantly between federal and private student loans:

AspectFederal Student LoansPrivate Student Loans
Legal processAdministrative wage garnishment without court orderRequires lawsuit, judgment, and court order
Garnishment limitUp to 15% of disposable incomeUp to 25% of disposable income (varies by state)
Default timeline270 days of missed paymentsOften 90 days of missed payments
Notice requirement30-day notice before garnishmentVaries by state law
Additional collectionTax refund offsets, Social Security reductionLimited to wage garnishment and asset seizure
Protected incomeSome federal benefits partially protectedSocial Security and disability typically fully protected

For employers, the key difference is that federal loan garnishments arrive directly from the Department of Education with no court validation required, while private loan garnishments must first go through judicial process, potentially giving employers more time to prepare.

Precedents for Similar Wage Garnishment Systems

The current policy builds on established legal frameworks:

  • Higher Education Act of 1965 (Section 488A): Authorized garnishment up to 10% of disposable pay for defaulted student loans
  • Debt Collection Improvement Act of 1996: Expanded authority to 15% and standardized administrative wage garnishment procedures
  • Consumer Credit Protection Act: Provides general protections for all wage garnishment (maximum 25% total garnishment, employment protection)

The Department of Education has successfully implemented wage garnishment for student loans for over 20 years. Many of the debt collection mechanisms in current use were modeled after the Department’s existing practices.

Other similar systems include:

  • IRS wage levies for tax debts
  • Child support wage withholding
  • Bankruptcy-related wage earner plans

Expert Opinions on Feasibility and Impact

Experts offer varied perspectives on the policy’s implementation and effects:

On Feasibility

  • Mark Kantrowitz, higher education expert, questions the accelerated timeline: “It sounds like they are not pursuing the normal due diligence schedule for collecting defaulted federal student loans.” (CNBC)

On Economic Impact

  • Pew Research found 79% of borrowers who experienced wage garnishment reported it had a “major” financial impact, more severe than other consequences of default. (Pew Trust)
  • Federal Reserve projections suggest borrowers with delinquencies could see credit scores fall by up to 171 points, affecting their ability to secure housing and transportation. (CNBC)
  • Mike Pierce, executive director of the Student Borrower Protection Center, warns: “This will further fan the flames of economic chaos for working families across this country.” (Student Borrower Protection Center)

On Business Impact

  • Small business advocates note the disproportionate burden on smaller operations without dedicated compliance resources.
  • Scott Buchanan, executive director of the Student Loan Servicing Alliance, emphasizes proactive approaches: “Most borrowers…they’re not in danger of default today, but in five months, they could be. Taking action today is pretty important.” (NEPM)

Conclusion

The resumption of student loan wage garnishment represents a significant administrative challenge for employers, particularly small and mid-market businesses. While the legal framework for these garnishments is well-established, the sudden implementation after a five-year pause creates operational burdens with minimal preparation time. Small businesses face disproportionate impacts due to limited administrative resources, higher garnishment rates, and potential liability risks. For affected employers, developing clear internal processes, ensuring payroll systems can handle garnishment calculations, and documenting all actions will be crucial to navigating this policy shift without incurring significant costs or liability exposure.