Overtime laws by state (2026)
Federal law sets the floor: 1.5× pay after 40 hours a week. But several states go further with daily overtime, double time, and higher salary thresholds. When two rules apply, your employer must pay whichever benefits you more.
States with daily overtime or double time
Most states only count weekly hours. These are the exceptions worth knowing — the ones that can pay you more for a long single day:
| State | Weekly overtime | Daily / extra rules |
|---|---|---|
| California | 1.5× after 40 hrs | Daily 1.5× after 8 hrs/day · 2× after 12 hrs/day, and over 8 hrs on the 7th straight workday |
| Alaska | 1.5× after 40 hrs | Daily 1.5× after 8 hrs/day |
| Nevada | 1.5× after 40 hrs | Daily 1.5× after 8 hrs/day if you earn under 1.5× the state minimum wage |
| Colorado | 1.5× after 40 hrs | Daily 1.5× after 12 hrs/day or 12 consecutive hours (COMPS Order) |
| Oregon | 1.5× after 40 hrs | Daily 1.5× after 10 hrs/day for manufacturing workers |
| Puerto Rico | 1.5× after 40 hrs | Daily 1.5× after 8 hrs/day · 2× after work over the legal daily limit and on a rest day |
| Kansas | 1.5× after 46 hrs | Applies to workers not covered by federal FLSA |
| Minnesota | 1.5× after 48 hrs | State rule for small employers; FLSA’s 40-hr rule covers most |
All 50 states & D.C. at a glance
Every state below follows the federal 1.5× rate after 40 hours per week unless noted. “Daily OT” means the state adds extra overtime triggers within a single day.
| State | Overtime standard |
|---|---|
| Alabama | Federal: 1.5× after 40/wk |
| Alaska | Daily after 8/day & 40/wk |
| Arizona | Federal: 1.5× after 40/wk |
| Arkansas | Federal: 1.5× after 40/wk |
| California | Daily 8/day, 2× 12/day, 7th-day rules |
| Colorado | Daily after 12/day & 40/wk |
| Connecticut | Federal: 1.5× after 40/wk |
| Delaware | Federal: 1.5× after 40/wk |
| Florida | Federal: 1.5× after 40/wk |
| Georgia | Federal: 1.5× after 40/wk |
| Hawaii | Federal: 1.5× after 40/wk |
| Idaho | Federal: 1.5× after 40/wk |
| Illinois | Federal: 1.5× after 40/wk |
| Indiana | Federal: 1.5× after 40/wk |
| Iowa | Federal: 1.5× after 40/wk |
| Kansas | State: 1.5× after 46/wk (if not under FLSA) |
| Kentucky | 1.5× after 40/wk; 7th-day rule for some |
| Louisiana | Federal: 1.5× after 40/wk |
| Maine | 1.5× after 40/wk; higher exempt salary floor |
| Maryland | Federal: 1.5× after 40/wk |
| Massachusetts | 1.5× after 40/wk |
| Michigan | Federal: 1.5× after 40/wk |
| Minnesota | State: 1.5× after 48/wk (small employers) |
| Mississippi | Federal: 1.5× after 40/wk |
| Missouri | Federal: 1.5× after 40/wk |
| Montana | 1.5× after 40/wk |
| Nebraska | Federal: 1.5× after 40/wk |
| Nevada | Daily after 8/day (under 1.5× min wage) & 40/wk |
| New Hampshire | Federal: 1.5× after 40/wk |
| New Jersey | 1.5× after 40/wk |
| New Mexico | 1.5× after 40/wk |
| New York | 1.5× after 40/wk; higher exempt salary floors |
| North Carolina | Federal: 1.5× after 40/wk |
| North Dakota | 1.5× after 40/wk |
| Ohio | Federal: 1.5× after 40/wk |
| Oklahoma | Federal: 1.5× after 40/wk |
| Oregon | Daily 10/day for manufacturing & 40/wk |
| Pennsylvania | 1.5× after 40/wk; higher exempt rules |
| Rhode Island | 1.5× after 40/wk; Sunday/holiday premium for some retail |
| South Carolina | Federal: 1.5× after 40/wk |
| South Dakota | Federal: 1.5× after 40/wk |
| Tennessee | Federal: 1.5× after 40/wk |
| Texas | Federal: 1.5× after 40/wk |
| Utah | Federal: 1.5× after 40/wk |
| Vermont | 1.5× after 40/wk |
| Virginia | 1.5× after 40/wk |
| Washington | 1.5× after 40/wk; highest exempt salary floor in the U.S. |
| West Virginia | 1.5× after 40/wk |
| Wisconsin | 1.5× after 40/wk |
| Wyoming | Federal: 1.5× after 40/wk |
| Washington, D.C. | 1.5× after 40/wk |
Higher exempt salary thresholds
To be exempt from overtime, a salaried employee must earn above a minimum and pass a duties test. The federal floor is $684 per week ($35,568/year). Several states set this much higher, which means more salaried workers there are owed overtime:
- Washington — about $80,168/year (2.25× the state minimum wage), the highest in the country.
- California — about $70,304/year ($1,352/week, 2× the state minimum wage).
- New York — roughly $62,000–$64,350/year downstate, set by region.
- Colorado, Maine, Alaska — thresholds above the federal floor, several tied to minimum wage.
Learn more about how classification works on the exempt vs non-exempt section, then run your numbers in the overtime pay calculator.
How to use this in real life
Start by identifying your workweek — a fixed, recurring 168-hour period your employer sets. Add up only the hours you actually worked. Apply your state’s rule: weekly for most, weekly and daily for the handful above. If you’re ever unsure whether you’re owed overtime, the U.S. Department of Labor’s Wage and Hour Division and your state labor office can review your situation at no cost.
This page is a plain-language summary for general education, not legal advice, and labor laws change. Verify current rules with the U.S. Department of Labor and your state labor agency before acting.