No matter where your business operates, you’re required to follow federal overtime laws under the Fair Labor Standards Act (FLSA). But in many states, those baseline rules are just the beginning. Several states enforce stricter overtime regulations—with different daily and weekly thresholds—and failing to comply can result in costly penalties.

If you’re hiring or expanding across state lines, it’s critical to understand the overtime and minimum wage laws in each location. This guide outlines what you need to know federally and provides a state-by-state breakdown of overtime rules and minimum wage updates for 2025.

Understanding Federal Overtime Law

The federal overtime law is governed by the Fair Labor Standards Act (FLSA). Under the FLSA:

  • Most nonexempt employees must be paid 1.5 times their regular pay rate for any hours worked over 40 in a workweek.

  • A workweek is a fixed, recurring period of 168 hours—typically seven consecutive 24-hour days.

Certain employees are exempt from federal overtime rules, including some executive, administrative, professional, and highly compensated workers. However, exemptions are narrowly defined, and misclassifying employees can lead to legal issues. If you’re unsure, consult an HR specialist or legal advisor.

Why State Overtime Laws Matter

While the FLSA sets the minimum requirements, states can—and often do—enact more protective laws. Some require overtime after a certain number of hours in a day, not just a week. Others have unique rules about seventh-day work, industry-specific exemptions, or minimum wage rates that far exceed the federal standard.

Employers must comply with whichever law—state or federal—is more favorable to the employee.

2025 State-by-State Overtime and Minimum Wage Overview

Here’s what employers need to know in each state, including overtime triggers and current minimum wage rates.

Note: State laws are subject to change and may include local variations. Always verify details with official state resources or a compliance expert.

States A–M

Alabama

  • Overtime: After 40 hours/week

  • Minimum Wage: No state minimum (federal $7.25 applies)

Alaska

  • Overtime: After 8 hours/day or 40 hours/week

  • 2025 Minimum Wage: $13.00 (as of July 1)

Arizona

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $14.70

Arkansas

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $11.00

California

  • Overtime:

    • 1.5x after 8 hours/day or 40 hours/week

    • 1.5x on the 7th consecutive workday (first 8 hours)

    • 2x after 12 hours/day or 8 hours on the 7th day

  • 2025 Minimum Wage: $16.50

Colorado

  • Overtime: After 12 hours/day, 40 hours/week, or 12 consecutive hours

  • 2025 Minimum Wage: $14.81 (local rates may be higher)

Connecticut

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $16.35

Delaware

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $15.00

Florida

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage:

    • $13.00 (until Sept. 30)

    • $14.00 (starting Sept. 30)

Georgia

  • Overtime: After 40 hours/week

  • Minimum Wage: $5.15 (but federal $7.25 applies to most workers)

Hawaii

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $14.00 (increasing to $16.00 on Jan 1, 2026)

Idaho

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Illinois

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $15.00

Indiana

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Iowa

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Kansas

  • State Law: Overtime after 46 hours

  • Note: Federal 40-hour rule still applies

  • Minimum Wage: $7.25

Kentucky

  • Overtime: After 40 hours/week

  • Additional: 1.5x pay required on the 7th workday, even under 40 hours

  • Minimum Wage: $7.25

Louisiana

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Maine

  • Overtime: After 40 hours/week

  • Cap: No more than 80 overtime hours in any 2-week period

  • 2025 Minimum Wage: $14.65

Maryland

  • Overtime:

    • General: After 40 hours/week

    • Exceptions:

      • Bowling alleys & certain care facilities: After 48 hours

      • Agricultural workers: After 60 hours

  • 2025 Minimum Wage: $15.00

Massachusetts

  • Overtime: After 40 hours/week

  • Minimum Wage: $15.00

Michigan

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $12.48 (85% rate for minors under 18)

Minnesota

  • State Law: Overtime after 48 hours/week

  • Note: Federal 40-hour rule applies

  • Minimum Wage: Varies by employer size

Mississippi

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Missouri

  • Overtime: After 40 hours/week

  • Exception: Seasonal recreation workers after 52 hours

  • 2025 Minimum Wage: $13.75

Montana

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $10.55

States N–W

Nebraska

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $13.50

Nevada

  • Overtime:

    • After 8 hours/day if earning less than 1.5x minimum wage

    • Always after 40 hours/week

  • 2025 Minimum Wage: $12.00

New Hampshire

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

New Jersey

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $15.49

New Mexico

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $12.00

New York

  • Overtime: After 40 hours/week

  • Live-in workers: After 44 hours/week

  • 2025 Minimum Wage:

    • $15.50 (statewide)

    • $16.50 (NYC and other high-cost areas)

North Carolina

  • Overtime: After 40 hours/week

  • Exception: Seasonal amusement workers after 45 hours

  • Minimum Wage: $7.25

North Dakota

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Ohio

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $10.70 (for employers with $194K+ revenue)

Oklahoma

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Oregon

  • Overtime:

    • General: After 40 hours/week

    • Manufacturing: After 10 hours/day

  • 2025 Minimum Wage:

    • $13.70 (non-urban)

    • $14.70 (standard)

    • $15.95 (Portland Metro)

Pennsylvania

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Rhode Island

  • Overtime: After 40 hours/week

  • Exceptions: Several job categories

  • Additional: Time and a half required on Sundays/holidays

  • 2025 Minimum Wage: $15.00

South Carolina

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

South Dakota

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $11.50

Tennessee

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Texas

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Utah

  • Overtime: After 40 hours/week

  • Minimum Wage: $7.25

Vermont

  • Overtime:

    • Several industries exempt from state law

    • Must follow FLSA if eligible

  • 2025 Minimum Wage: $14.01

Virginia

  • Overtime: After 40 hours/week

  • 2025 Minimum Wage: $14.00+

Washington

  • Overtime: After 40 hours/week

  • Additional: Agricultural workers now covered

  • 2025 Minimum Wage: $16.66

West Virginia

  • Overtime: After 40 hours/week (if 6+ employees)

  • 2025 Minimum Wage: $8.75

Wisconsin

  • Overtime: After 40 hours/week

  • Additional: Minors (16–17) get overtime after 10 hours/day

  • Minimum Wage: $7.25

Wyoming

  • Overtime: After 40 hours/week

  • Minimum Wage: $5.15 (federal applies to most employers)

States with Daily Overtime Requirements

Some states require overtime based on daily hours worked:

  • Alaska – After 8 hours/day

  • California – After 8 hours/day and additional rules for 7th day

  • Colorado – After 12 hours/day or 12 consecutive hours

  • Nevada – After 8 hours/day (with wage-based caveats)

  • Oregon – After 10 hours/day (for manufacturing workers)

Get Help Navigating State Compliance

Overtime law compliance can be complex, especially as states update their wage laws and thresholds. Conducting an FLSA audit and reviewing your employee classifications are great first steps to avoid legal and financial risks.

Need help navigating your state’s laws? Our team of HR and payroll specialists can guide you through compliance and help you set up accurate, state-specific overtime policies.

 Contact us today to schedule a compliance check or FLSA audit.