A complete reference to overtime pay requirements for all 50 states and DC — daily thresholds, weekly thresholds, double time rules, and state-specific notes.
Overtime law in the United States starts with the federal Fair Labor Standards Act (FLSA), which requires employers to pay non-exempt employees at least 1.5 times their regular rate for all hours worked beyond 40 in a workweek. This applies in every state — no state can offer less protection than the federal floor, but states can and do go further.
The FLSA's overtime provisions apply to most private and public employers. Key points of the federal rule:
Four states have overtime requirements that exceed the federal FLSA baseline. If you work or employ people in these states, their rules apply — not just the federal ones.
Most states follow the federal FLSA baseline — overtime after 40 hours per week at 1.5× the regular rate, with no mandatory daily overtime. States with additional rules are flagged. Always verify with your state labor department, as thresholds and minimum wages are updated regularly.
| State | Weekly OT Threshold | Daily OT Threshold | Double Time | Notes |
|---|---|---|---|---|
| Alabama | 40 hrs | None | None required | Follows FLSA |
| Alaska | 40 hrs | 8 hrs/day | None required | Daily OT required |
| Arizona | 40 hrs | None | None required | Follows FLSA |
| Arkansas | 40 hrs | None | None required | Follows FLSA |
| California | 40 hrs | 8 hrs/day; 2× after 12 hrs/day | After 12 hrs/day or 8 hrs on 7th consecutive day | Strictest in US |
| Colorado | 40 hrs | 12 hrs/day or 12 consecutive hrs | None required | Daily OT required |
| Connecticut | 40 hrs | None | None required | Follows FLSA |
| Delaware | 40 hrs | None | None required | Follows FLSA |
| Florida | 40 hrs | None | None required | Follows FLSA No income tax |
| Georgia | 40 hrs | None | None required | Follows FLSA |
| Hawaii | 40 hrs | None | None required | Follows FLSA |
| Idaho | 40 hrs | None | None required | Follows FLSA |
| Illinois | 40 hrs | None | None required | Follows FLSA |
| Indiana | 40 hrs | None | None required | Follows FLSA |
| Iowa | 40 hrs | None | None required | Follows FLSA |
| Kansas | 46 hrs* | None | None required | *46-hr threshold for employers not covered by FLSA; most are FLSA-covered at 40 hrs |
| Kentucky | 40 hrs | None | None required | Follows FLSA |
| Louisiana | 40 hrs | None | None required | Follows FLSA No income tax |
| Maine | 40 hrs | None | None required | Follows FLSA |
| Maryland | 40 hrs | None | None required | Follows FLSA |
| Massachusetts | 40 hrs | None | None required | Retail employees must receive 1.5× on Sundays and holidays (retail premium pay rules) |
| Michigan | 40 hrs | None | None required | Follows FLSA |
| Minnesota | 48 hrs* | None | None required | *48-hr threshold for small employers; large employers follow FLSA at 40 hrs |
| Mississippi | 40 hrs | None | None required | Follows FLSA |
| Missouri | 40 hrs | None | None required | Follows FLSA |
| Montana | 40 hrs | None | None required | Follows FLSA |
| Nebraska | 40 hrs | None | None required | Follows FLSA |
| Nevada | 40 hrs | 8 hrs/day (if earning <1.5× min. wage) | None required | Conditional daily OT |
| New Hampshire | 40 hrs | None | None required | Follows FLSA |
| New Jersey | 40 hrs | None | None required | Follows FLSA |
| New Mexico | 40 hrs | None | None required | Follows FLSA |
| New York | 40 hrs | None | None required | Additional industry-specific rules for fast food and hospitality workers |
| North Carolina | 40 hrs | None | None required | Follows FLSA |
| North Dakota | 40 hrs | None | None required | Follows FLSA |
| Ohio | 40 hrs | None | None required | Follows FLSA |
| Oklahoma | 40 hrs | None | None required | Follows FLSA |
| Oregon | 40 hrs | None | None required | Manufacturing employees: 1.5× after 10 hrs/day. Some industry-specific daily rules. |
| Pennsylvania | 40 hrs | None | None required | Follows FLSA |
| Rhode Island | 40 hrs | None | None required | Retail employees: 1.5× on Sundays and holidays |
| South Carolina | 40 hrs | None | None required | Follows FLSA |
| South Dakota | 40 hrs | None | None required | Follows FLSA No income tax |
| Tennessee | 40 hrs | None | None required | Follows FLSA No income tax |
| Texas | 40 hrs | None | None required | Follows FLSA No income tax |
| Utah | 40 hrs | None | None required | Follows FLSA |
| Vermont | 40 hrs | None | None required | Follows FLSA |
| Virginia | 40 hrs | None | None required | Follows FLSA |
| Washington | 40 hrs | None | None required | Follows FLSA |
| Washington D.C. | 40 hrs | None | None required | Follows FLSA |
| West Virginia | 40 hrs | None | None required | Follows FLSA |
| Wisconsin | 40 hrs | None | None required | Follows FLSA |
| Wyoming | 40 hrs | None | None required | Follows FLSA No income tax |
This table reflects general state overtime requirements. Industry-specific exemptions, collective bargaining agreements, and local ordinances may alter these rules. Always verify current law with your state's department of labor before making payroll decisions.
The most commonly misunderstood aspect of overtime law is the exemption system. Many employers assume that salaried employees or employees with professional titles are automatically exempt — they're not. To qualify for the main white-collar exemptions, an employee must meet both a salary test and a duties test.
To be potentially exempt, an employee must earn at least $684 per week ($35,568 per year) on a salary or fee basis. This threshold applies to executive, administrative, and professional exemptions. The highly compensated employee (HCE) exemption requires at least $107,432 per year.