Main Labor Laws Per US State

In this guide, you’ll learn:

Alabama Main Labor Laws

Alabama Minimum Wage Laws:
Alabama does not have a law that specifically regulates minimum wage in the state. This means that wages, as a whole, are regulated by federal law, or FLSA - $7.25 per hour of work.
Alabama Overtime Laws:
When it comes to overtime, Alabama’s employers once again have to rely on the Fair Labor Standards Act. FLSA stipulates that overtime pay is reserved for employees who have worked more than 40 hours in a single week. The overtime pay rate in Alabama is calculated via a simple equation: 1.5 times the regular base wage. For minimum wage workers, overtime pay comes to almost $11 ($10.87, to be precise).
Alabama Recordkeeping Laws:
Under Alabama law, keeping employee records is the sole responsibility of an employer. These records should be kept for at least 3 years and, in some cases, even longer (e.g., in the case of a pending lawsuit). There are no specific requirements in Alabama State Code that precisely stipulate how to keep employee records.

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Alaska Main Labor Laws

Alaska Minimum Wage Laws:
Alaska Labor Laws make a clear distinction between the types of occupations and services wage workers can perform: tipped and non-tipped. But, even with this distinction, the minimum wage in Alaska is still the same for both and sits at $10.34.
Alaska Overtime Laws:
According to Alaska State Laws, every employer has to pay overtime to employees who spend more than 40 hours a week performing work, services, or other. The overtime pay rate in Alaska is 1.5 times the base hourly pay.
Alaska Recordkeeping Laws:
Alaska Laws stipulate that employee records should be kept for a period of no less than 3 years. Some of the things that an average employee record should contain are: 1. Both regular and overtime hours for each employee in a single pay period., 2. Daily or weekly earnings., 3. Date of every payment and pay period. 4. The total number of hours employees worked each week.

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Arizona Main Labor Laws

Arizona Minimum Wage Laws:
Under Arizona Law, every employer who employs tipped workers has the option to lower the minimum required wage for the said worker by up to $3. The minimum wage in Arizona state is $12.80.
Arizona Overtime Laws:
Arizona doesn’t have a single piece of government regulation that specifically states or regulates overtime pay. This means that overtime in Arizona is administered according to stipulations provided by the Fair Labor Standards Act - 1.5 times the base hourly pay.
Arizona Recordkeeping Laws:
Arizona Recordkeeping laws require all employers to keep accurate employee work hours and records for no less than 4 years.

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Arkansas Main Labor Laws

Arkansas Minimum Wage Laws:
‍Arkansas State Laws that regulate minimum wage stipulate that tipped employees should be paid at least $2.63 per hour of work. Non-tipped employees have their minimum wage set at $11 an hour.
Arkansas Overtime Laws:
Every employee should be paid overtime for all work hours exceeding 40 hours per week. The rate for overtime pay in Arkansas is 1.5 times the standard wage.
Arkansas Recordkeeping Laws:
When it comes to keeping employee records, Arkansas doesn’t stray far, or at all, from the obligations set by FLSA. Every employer is obligated to keep employee records for the previous 3 years, at the minimum. These records should include the employee's name, attendance, rate of pay, the amount paid for each pay period, and more.

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California Main Labor Laws

California Minimum Wage Laws:
According to California Labor Law, the minimum wage for hourly employees is set at $15.50. Although, at $15.50 on the state level, the minimum wage is actually higher in some California cities.
California Overtime Laws:
Overtime laws in California state that every labor an employee provides over the regular 8 hours per day should be considered overtime and paid accordingly. The rate of overtime pay in California is 1.5 times the standard wage.
California Recordkeeping Laws:
In California, certain types of employers are obligated to keep employee records for up to 7 years. How long the records should be kept mostly depends on the type of industry an employer is a part of, as well as pending lawsuits involving the said employer, different disputes, and more. The minimum number of years an employer in California should keep accurate employee records is 4 years.

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Colorado Main Labor Laws

Colorado Minimum Wage Laws:
The minimum wage in the state of Colorado, as dictated by the COMPS Order, is set at $12.56 and covers all non-tipped employees. Tipped workers, who receive tips at a minimum of $30 per month, have their minimum wage set at $9.54 an hour, as per the same order.
Colorado Overtime Laws:
Overtime pay and its regulation is another provision of the COMPS order, which stipulates that employees should be compensated for overtime work at the rate of 1.5 times the base hourly pay.
Colorado Recordkeeping Laws:
According to Rule 7 of the Colorado Code, employers have to keep employee work records for a period of no less than 3 years. This period can be extended in case of disputes, lawsuits, or other unforeseen circumstances.

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Connecticut Main Labor Laws

Connecticut Minimum Wage Laws:
There are some expectations when it comes to the minimum wage in Connecticut and the laws that govern it, and those mostly pertain to tipped workers. For non-tipped employees, the minimum wage is set at $14 per hour of work.
Connecticut Overtime Laws:
Rules and regulations around overtime work in Connecticut, state that overtime pay should be no less than 1.5 times the standard hourly wage.
Connecticut Recordkeeping Laws:
Under Connecticut Laws, employers should keep employee records for at least 1 year after the final wage was paid. Most employers tend to keep records for at least 3 years to comply with federal labor laws and regulations.

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Delaware Main Labor Laws

Delaware Minimum Wage Laws:
In Delaware, according to state laws, the minimum wage is set at $11.75 per hour, starting from January 1, 2023.
Delaware Overtime Laws:
When it comes to the state of Delaware, both overtime pay and work are regulated and defined by FLSA. The rate of overtime pay should not be less than 1.5 times regular hourly pay.
Delaware Recordkeeping Laws:
Payroll records, personnel records, employee work schedules and hours, and other types of records should be kept for at least 3 years, according to Delaware state laws.

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District of Columbia Main Labor Laws

District of Columbia Minimum Wage Laws:
The minimum wage in the District of Columbia is set for an increase, as of now and according to government sources, it should be $16.10 per hour of work.
District of Columbia Overtime Laws:
Laws and regulations that govern overtime work in the District of Columbia state that employees who work more than 40 hours in a single week are eligible for overtime pay. Overtime pay should be at least 1.5 the amount of wage paid for regular/straight work time.
District of Columbia Recordkeeping Laws:
When it comes to record and timekeeping laws in DC, employers are required to keep employee work records for at least 3 years.

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Florida Main Labor Laws

Florida Minimum Wage Laws:
Tipped minimum wage, for workers who are eligible to receive tips during their work hours, is set at $7.98. For non-tipped employees, the minimum wage in Florida is $11.
Florida Overtime Laws:
‍Laws about overtime in Florida regulate and state that overtime pay should be at least 1.5 the regular hourly wage.
Florida Recordkeeping Laws:
There are no specific rules in Florida about time tracking and how long employee records should be kept. The general rule is to keep them for at least 3 years after an employee has been terminated.

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Georgia Main Labor Laws

Georgia Minimum Wage Laws:
In the state of Georgia, the non-tipped minimum wage is $5.15 for all employees that are not subject to FLSA regulations. For those employees who are, the minimum wage is $7.25. The tipped minimum wage is $2.13.
Georgia Overtime Laws:
Employees who worked over 40 hours per week are eligible for overtime pay, according to Georgia Labor Laws. The rate of overtime pay should be 1.5 times greater than the regular wage.
Georgia Recordkeeping Laws:
All employee and employment records, including job applications, should be kept for a minimum of 4 years, even when the person was not hired.

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Hawaii Main Labor Laws

Hawaii Minimum Wage Laws:
Hawaii has its minimum wage set at $12 for all non-tipped workers. Tipped workers have their minimum wage set a bit lower, at $9.35.
Hawaii Overtime Laws:
According to Hawaii Labor Laws, overtime is paid to employees who work more than 40 hours in a single week. The rate of overtime pay is 1,5 times the regular hourly wage.
Hawaii Recordkeeping Laws:
The law in Hawaii states that all employee records, work schedules, wages, time cards, and as such, should be kept for a period of no less than 6 years.

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Idaho Main Labor Laws

Idaho Minimum Wage Laws:
The minimum wage for all non-tipped workers in Idaho is $7.25, and it fully follows the rules set by FLSA. For employees in training, the minimum wage is set at $4.25, while tipped workers have a minimum of $3.35.
Idaho Overtime Laws:
If not differently specified or in some way exempt, every employee who works more than 40 hours in a single week is eligible for overtime pay, according to Idaho Labor Laws. The rate of overtime pay should be, at a minimum, 1 and a half times greater than a regular wage.
Idaho Recordkeeping Laws:
Every employer operating in the state of Idaho should keep employee records for a period of no less than 3 years. The way, format, or specific time-tracking tool employers should use to keep employee records is not specified by any law in Idaho.

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Illinois Main Labor Laws

Illinois Minimum Wage Laws:
‍Illinois Labor Laws specify that the minimum wage for non-tipped workers should not be less than $13. The minimum wage in Illinois has increased to $13 from January 2023. The tipped minimum wage is set at $7.80 as of January 2023.
Illinois Overtime Laws:
Overtime pay and work in the state of Illinois are regulated exactly as if they were under FLSA or federal regulation. Every employee who works in excess of 40 hours in a single work week is eligible for overtime pay at the rate of 1.5 times regular pay.
Illinois Recordkeeping Laws:
When it comes to time-tracking and recordkeeping, all employers operating in the state of Illinois are legislated by FLSA. This means that employers should keep all employee records, payroll, time cards, timesheets, schedules, and such, for no less than 3 years.

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Indiana Main Labor Laws

Indiana Minimum Wage Laws: Indiana Minimum Wage Law sets the minimum wage for non-tipped workers at $7.25 per hour of work. Employers who receive tips in their line of work, in the amount of no less than $30 per month, are considered tipped workers and are eligible to receive a minimum wage of no less than $2.13 per hour.
Indiana Overtime Laws: Indiana Overtime Laws state that the compensation for overtime work should be at least 1.5 of the regular wage.
Indiana Recordkeeping Laws: Timekeeping and recordkeeping laws in Indiana are in line with the FLSA recordkeeping obligations. Every employer should keep employee records for at least 3 years, after the termination process or the last pay period.

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Iowa Main Labor Laws

Iowa Minimum Wage Laws:
According to Iowa Labor Laws, the minimum wage for hourly employees should not be under $7.25. The only thing different from federal regulation is that Iowa law allows employers to pay their workers $6.35 an hour for the first 90 days of employment.
Iowa Overtime Laws:
Iowa has no specific state laws that cover overtime work and/or pay. This means that for most employers and employees, FLSA regulations apply - 1.5 times the base hourly pay.
Iowa Recordkeeping Laws:
Iowa law regarding labor services stipulates that employee records, including payroll and data that pertains to employees, should be kept for no less than 3 years.

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Kansas Main Labor Laws

Kansas Minimum Wage Laws:
‍Kansas Labor Laws follow the FLSA minimum wage requirements, which means that the minimum wage for non-tipped employees is $7.25 an hour.
Kansas Overtime Laws:
In the state of Kansas, to be eligible for overtime pay, employees must work a minimum of 46 hours per week, which is contrary to federal law regarding this matter. The overtime pay rate is calculated as per FLSA requirements: 1.5 times the regular hourly wage.
Kansas Recordkeeping Laws:
The rate of pay, name, amount of money paid for each paid period, occupation of a specific employee, and more should be kept for no less than 3 years, according to Kansas laws.

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Kentucky Main Labor Laws

Kentucky Minimum Wage Laws:
Kentucky minimum wage was set all the way back in 2009 and hasn’t changed since. It’s $7.25 per hour of work.
Kentucky Overtime Laws:
Overtime in Kentucky is directly regulated by FLSA. This means that an employee is entitled to overtime compensation for any work performed over the regular 40 hours per week. Overtime pay is calculated as 1.5 times the regular wage.
Kentucky Recordkeeping Laws:
All businesses that operate in the state of Kentucky are subject to FLSA regulations regarding record and time-keeping. Under FLSA, employee records should be kept for a minimum of 3 years.

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Louisiana Main Labor Laws

Louisiana Minimum Wage Laws:
Louisiana doesn’t have any specific state regulation regarding minimum wage for hourly workers. This means that all employers and employees are subject to FLSA regulations, which sets the minimum wage at $7.25.
Louisiana Overtime Laws:
As with the minimum wage, overtime pay and work in Louisiana are both regulated by FLSA. The rate for overtime compensation should be 1.5 times the base hourly pay.
Louisiana Recordkeeping Laws:
Depending on the type of employee records, Louisiana state laws require them to be kept for a different period of time (between 2-6 years).

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Maine Main Labor Laws

Maine Minimum Wage Laws:
The state of Maine has its minimum wage set at $12.70 per hour. The tipped minimum wage is a bit lower and equals $6.38.
Maine Overtime Laws:
‍Maine labor laws state that any employee who works in excess of 40 hours in a single week is entitled to overtime pay. The level of overtime compensation should not be less than 1.5 the regular rate of pay.
Maine Recordkeeping Laws:
Employers in Maine should keep accurate employee records for no less than 3 years. Although, it’s important to note that there are some exceptions, pertaining to specific industries and businesses.

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Maryland Main Labor Laws

Maryland Minimum Wage Laws:
Maryland Minimum Wage and Overtime Law set the minimum wage for this state at $12.20 for businesses with less than 15 employees. Employers who have more than 15 workers are required to pay out minimum wage in the amount of $12.50. The increase for minimum wage is scheduled for the beginning of 2023.
Maryland Overtime Laws:
Maryland law states that the compensation for overtime work should be at least 1.5 times greater than regular hourly wage. Employers who worked more than 40 hours in a single workweek are eligible for overtime pay.
Maryland Recordkeeping Laws:
Every employer should keep employee records for a period of no less than 3 years. These records should include: the hours that each employee works per day and during a single workweek, name and gender of the employee, race, address, and more.

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Massachusetts Main Labor Laws

Massachusetts Minimum Wage Laws:
In Massachusetts, minimum wage workers should be paid no less than $15 an hour. The increase of minimum wage to $15, was set for the beginning of 2023.
Massachusetts Overtime Laws:
Overtime pay in Massachusetts should be no less than 1.5 times the regular pay. Every employee that works more than 40 hours per week is entitled to overtime compensation.
Massachusetts Recordkeeping Laws:
Under Massachusetts Labor Laws, employers must keep accurate payroll records of their employees for no less than 3 years. Employers are also obligated to provide employees with paystubs that include information, such as number of hours worked during the pay period, hourly labor rate, deductions and increases made during a single pay period, and more.

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Michigan Main Labor Laws

Michigan Minimum Wage Laws:
‍Michigan's Improved Workforce Opportunity Wage Act states that, starting from the beginning of 2023, the minimum wage in this state should be no less than $10.10 an hour.
Michigan Overtime Laws:
Employees in Michigan are entitled to overtime pay, for any work performed over the regular 40 hours a week. The overtime compensation shouldn’t be less than 1.5 of the regular hourly pay.
Michigan Recordkeeping Laws:
According to Michigan state legislation, all records pertaining to employee information should be kept for at least 3 years. These records could contain payroll information, time logs for every employee, and more.

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Minnesota Main Labor Laws

Minnesota Minimum Wage Laws:
‍Minnesota Labor Laws regulate the minimum wage of this state to be no less than $10.59 an hour, for large employers. Smaller businesses are required to pay minimum wage at the rate of $8.63 an hour.
Minnesota Overtime Laws:
Unless specifically exempt, employers in Minnesota are required to pay overtime compensation - 1.5 of the regular hourly pay to employees who worked in excess of 48 hours in a single workweek.
Minnesota Recordkeeping Laws:
The Department of Labor and Industry has the right, under Minnesota laws, to periodically audit businesses and check if employers are in compliance with specific recordkeeping laws, which can vary depending on the industry.

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Mississippi Main Labor Laws

Mississippi Minimum Wage Laws:
Mississippi Labor Laws closely follow all the regulations and stipulations as set by FLSA. This includes the minimum wage, which is set at $7.25 per hour of work.
Mississippi Overtime Laws:
Just like the minimum wage, overtime pay and work in Mississippi are also regulated by FLSA. This means that every employee who works more than 40 hours in a single week is entitled to overtime pay. The rate of overtime compensation is set at 1.5 times the regular wage.
Mississippi Recordkeeping Laws:
Once again, Mississippi state laws, or lack thereof, is the reason why keeping employee records is subject to any and all regulations stipulated by Fair Labor and Standards Act - at least 3 years.

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Missouri Main Labor Laws

Missouri Minimum Wage Laws:
The minimum wage for workers employed by private companies in Missouri is set at $12 an hour. The increase to $12 was announced for the beginning of 2023. For public employees or employees working for the government, the minimum wage is $7.25 per hour.
Missouri Overtime Laws:
Overtime pay in Missouri is equal to 1.5 times the regular hourly wage. Employees who work more than 40 hours in a single week are entitled to overtime compensation.
Missouri Recordkeeping Laws:
Missouri law states that all employers operating a business in Missouri have to keep accurate employee records for no less than 3 years. The Missouri Division of Labor Standards has the right to access employee records and do an audit of those records.

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Montana Main Labor Laws

Montana Minimum Wage Laws:
In Montana, the minimum wage for hourly employees is $9.95 from the start of the 2023 calendar year.
Montana Overtime Laws:
For all work hours performed over the regular 40, every employee in the state of Montant is entitled to overtime compensation at the rate of 1.5 times their regular hourly wage.
Montana Recordkeeping Laws:
Employees in Montana should keep accurate employee records for at least 3 years, according to law.

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Nebraska Main Labor Laws

Nebraska Minimum Wage Laws:
Labor laws in Nebraska stipulate that non-tipped minimum wage should not be less than $9 an hour. The tipped minimum wage is $2.13 per hour of work.
Nebraska Overtime Laws:
Nebraska has no state laws regulating overtime. This means that all employers and employees are subject to FLSA regulation - 1.5 times greater than regular hourly pay, at least when it comes to overtime pay and work.
Nebraska Recordkeeping Laws:
Employers that operate businesses in the state of Nebraska have to keep accurate employee records for at least 4 years.

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Nevada Main Labor Laws

Nevada Minimum Wage Laws:
In Nevada, the minimum wage is $10.50 an hour. The minimum hourly wage rate in this state can differ based on whether or not an employer provides health care insurance to their workers.
Nevada Overtime Laws:
Employees who work more than 40 hours per week or in excess of 8 hours in a single day are entitled to overtime compensation. The overtime pay rate is 1.5 times the regular hourly wage.
Nevada Recordkeeping Laws:
Keeping records of their employees is an obligation every employer in Nevada must contend with. They should keep employee records for at least 3 years.

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New Hampshire Main Labor Laws

New Hampshire Minimum Wage Laws:
The minimum wage in New Hampshire matches the federal minimum of $7.25 an hour.
New Hampshire Overtime Laws:
The rate of overtime pay in New Hampshire is 1.5 times the regular hourly rate.
New Hampshire Recordkeeping Laws:
The Minimum Wage Law states that every employer must keep daily records of all employees' work hours for at least 3 years. The principal way in which to do so is not mentioned.

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New Jersey Main Labor Laws

New Jersey Minimum Wage Laws:
‍The minimum wage in New Jersey is $13 an hour for most employees who work in this state.
New Jersey Overtime Laws:
‍The New Jersey State Wage and Hour Law require employers to pay out overtime pay to every employee who works more than 40 hours in a single work week. Overtime is calculated as 1.5 times the regular hourly rate.
New Jersey Recordkeeping Laws:
Under New Jersey state legislature, every employee has to keep all pertinent records and make them available to the New Jersey Division of Taxation for at least 3 years.

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New Mexico Main Labor Laws

New Mexico Minimum Wage Laws:
As of January 2023, the minimum wage in New Mexico was set for an increase $12 an hour.
New Mexico Overtime Laws:
New Mexico doesn't have any specific state law that regulates overtime. Because of that, employers and employees are subject to FLSA regulation - 1.5 times greater than regular hourly pay, at least when it pertains to overtime.
New Mexico Recordkeeping Laws:
‍Employers are obligated to keep accurate employee records for at least 3 years, as it is stated in FLSA.

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New York Main Labor Laws

New York Minimum Wage Laws:
Article 19 of the New York State Labor Law puts the minimum wage at $14.20 starting from December 31, 2022.
New York Overtime Laws:
All employees who’ve worked more than 40 hours in a single week are entitled to overtime pay, according to New York State Laws. The rate for overtime compensation should be 1.5 times greater than the employee's regular pay, at the minimum.
New York Recordkeeping Laws:
Employee records and other supporting documents should be kept by business owners for at least 3 years. All records should be available to the Tax Department for inspection.

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North Carolina Main Labor Laws

North Carolina Minimum Wage Laws:
The minimum wage in North Carolina is equal to the minimum wage as stated by FLSA, and it is $7.25 an hour.
North Carolina Overtime Laws:
Employers operating in North Carolina are obligated to pay overtime compensation to all non-exempt employees who’ve worked more than 40 hours in a single week. Overtime pay should at least be 1.5 times greater than a regular wage.
North Carolina Recordkeeping Laws:
Depending on the specific institution or type of business, employers have to keep employee records for a varied amount of time, from 3-5 years.

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North Dakota Main Labor Laws

North Dakota Minimum Wage Laws:
North Dakota minimum wage laws directly follow the regulation about wages, as set by the federal government. The minimum amount of money a non-exempt employee should receive for an hour of work is $7.25.
North Dakota Overtime Laws:
Overtime pay in North Dakota is calculated as at least 1.5 times the regular hourly wage. Employees who work more than 40 hours a week are eligible for overtime pay.
North Dakota Recordkeeping Laws:
When it comes to North Dakota’s recordkeeping obligations, both federal and state laws are applicable to employers. The general rule is to keep all pertinent employee records for at least 3 years.

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Ohio Main Labor Laws

Ohio Minimum Wage Laws:
As of January 2023, the minimum wage in Ohio is set at $10.10 for all non-tipped employees.
Ohio Overtime Laws:
All employees who work in excess of 40 hours per week are eligible for overtime pay. The regular overtime compensation should not be less than 1.5 times the standard hourly wage.
Ohio Recordkeeping Laws:
Ohio Code states that all employers operating a business in the state should keep accurate employee records for at least 3 years.

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Oklahoma Main Labor Laws

Oklahoma Minimum Wage Laws:
Oklahoma minimum wage for non-tipped workers is equivalent to the federal minimum wage, and it stands at $7.25.
Oklahoma Overtime Laws:
Overtime work in Oklahoma is regulated by the federal labor act- FLSA. Compensation for overtime hours is calculated as at least 1.5 of normal pay.
Oklahoma Recordkeeping Laws:
Federal provisions concerning record and time-keeping obligations of an employer are applicable in the state of Oklahoma - all employers operating a business in the state should keep accurate employee records for at least 3 years.

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Oregon Main Labor Laws

Oregon Minimum Wage Laws:
Oregon has different rates of minimum wage throughout the state. In the Portland Metro area, the minimum compensation for hourly workers is $14.75 an hour. In other parts of the state, the minimum wage can be between $12.50-$13.50.
Oregon Overtime Laws:
For most employees working in Oregon, overtime pay is calculated as 1.5 times the regular hourly wage. However, there are some exceptions and benefits provided to certain industries.
Oregon Recordkeeping Laws:
In Oregon state, employers have to keep time records for at least 2 years after an employee has been terminated from work. On the other hand, all payroll records must be kept for a minimum of 3 years.

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Pennsylvania Main Labor Laws

Pennsylvania Minimum Wage Laws:
Standard minimum wage for non-tipped workers in Pennsylvania is equal to the federal minimum wage, and it is $7.25.
Pennsylvania Overtime Laws:
Every employee who engages in work activity beyond the regular 40 hours a week is entitled to overtime pay. The compensation for overtime work should be at a minimum of 1.5 times greater than straight pay or pay for regular work hours.
Pennsylvania Recordkeeping Laws:
Pennsylvania requires all employers to keep accurate employee records for a period between 2-6 years, depending on the type of records. For example, daily attendance records should be kept for a minimum of 2 years, while some payroll records have to be kept for up to 6 years.

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Rhode Island Main Labor Laws

Rhode Island Minimum Wage Laws:
From January 1, 2023, the minimum wage in Rhode Island is stated as being $13 an hour.
Rhode Island Overtime Laws:
For every hour of work over the regular 40, employees in Rhode Island become eligible for overtime pay, according to the Department of Labor and Training. The overtime work compensation should equal 1.5 of the regular hourly wage.
Rhode Island Recordkeeping Laws:
For most types of workers, all employers operating a business in Rhode Island are obligated to keep accurate and pertinent employee records for a minimum of 3 years.

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South Carolina Main Labor Laws

South Carolina Minimum Wage Laws:
The State of South Carolina has its minimum wage for non-exempt employees set at $7.25 an hour.
South Carolina Overtime Laws:
After providing working for more than the regular 40 hours a week, employees in South Carolina are entitled to overtime compensation - 1.5 times greater than regular hourly pay.
South Carolina Recordkeeping Laws:
There are some exceptions, depending on the type of records, but, for the most part, employers are obligated to keep all employee records for a minimum of 3 years.

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South Dakota Main Labor Laws

South Dakota Minimum Wage Laws:
In South Dakota, the minimum wage rate is set at $9.95 per hour. For tipped workers, usually providing services in the hospitality industry, the minimum wage is $4.97.
South Dakota Overtime Laws:
South Dakota doesn’t have a specific set of laws that regulate overtime. That’s why all employees in this state are subject to FLSA and other federal regulations pertaining to this matter - 1.5 times greater than regular hourly pay.
South Dakota Recordkeeping Laws:
Under the South Dakota laws, employers have to keep different types of employee records for various amounts of time. For example, payroll records have to be kept for 3 years, while shipping and billing records can be kept for a minimum of 2 years.

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Tennessee Main Labor Laws

Tennessee Minimum Wage Laws:
There are no specific Tennessee wage laws that regulate what every hourly employee should receive as compensation. Because of that, the federal minimum wage law applies to all workers, which states that all non-exempt employees should be paid a minimum of $7.25 per hour of work.
Tennessee Overtime Laws:
Just like with minimum wage, there are no specific laws in Tennessee that overhaul federal overtime laws. Every employee working over the regular 40 hours a week should be compensated for that work in the form of overtime pay at 1.5 times the regular wage.
Tennessee Recordkeeping Laws:
In Tennessee, all employers are subject to federal regulations regarding record and time-keeping (FLSA and others) - for at least 3 years.

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Texas Main Labor Laws

Texas Minimum Wage Laws:
The minimum wage and all non-exempt employees working in Texas are subject to federal laws and regulations concerning this matter $7.25 per hour of work.
Texas Overtime Laws:
In Texas, overtime pay is calculated as 1.5 times the regular wage for workers that receive payments on an hourly basis.
Texas Recordkeeping Laws:
Texas unemployment laws require employers to keep payroll records for a minimum of 4 years. Other employee records could be kept for a period between 2-3 years, depending on the specific type of said records.

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Utah Main Labor Laws

Utah Minimum Wage Laws:
Wage laws and other regulations about the compensation of hourly workers in Utah depend, for the most part, on federal regulations - $7.25 per hour of work.
Utah Overtime Laws:
Overtime laws in Utah are no different from wage laws and are also subject to FLSA and other federal laws - 1.5 times the regular wage.
Utah Recordkeeping Laws:
The record and time-keeping obligations of all employers operating in Utah are regulated by FLSA and other federal laws - for at least 3 years.

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Vermont Main Labor Laws

Vermont Minimum Wage Laws:
Beginning from January 1, 2023, the minimum wage in Vermont is stated as being $13.18 an hour.
Vermont Overtime Laws:
All covered employees working in excess of 40 hours in a single workweek are eligible for overtime compensation, according to Vermont state laws. Overtime pay should not be less than 1.5 times the regular pay.
Vermont Recordkeeping Laws:
‍Employers in Vermont are subject to any and all federal laws that regulate the keeping and storing of employee records. According to those regulations, employers should keep all pertinent employee records for a minimum of 3 years.

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Virginia Main Labor Laws

Virginia Minimum Wage Laws:
According to Virginia state laws and codes, the minimum wage for covered workers should not be less than $12 per hour of work starting from 2023.
Virginia Overtime Laws:
The Virginia Overtime Wage Act regulates all overtime work and payments in the state. The act states that most employees, who work over the regular 40 hours a week, are eligible for overtime compensation of 1.5 times the regular pay rate.
Virginia Recordkeeping Laws:
All employers in Virginia have a legal obligation to keep the most pertinent employee records for a period of no less than 3 years.

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Washington Main Labor Laws

Washington Minimum Wage Laws:
As of January 2023, the minimum wage in Washington has seen an increase to $15.74 per hour.
Washington Overtime Laws:
Standard overtime rate of pay in the state of Washington is calculated as 1.5 times the regular pay rate.
Washington Recordkeeping Laws:
‍Under Washington state laws, employers are obligated to keep payroll and other employee records for at least 3 years.

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West Virginia Main Labor Laws

West Virginia Minimum Wage Laws:
All employers who employ 6 or more workers are obligated to pay a minimum wage of at least $8.75 an hour, according to West Virginia laws. In the case of a business having fewer than 6 employees, the federal minimum wage law $7.25 applies.
West Virginia Overtime Laws:
All workers who are covered under the Virginia wage laws must receive overtime pay of 1.5 times greater than regular hourly pay for all hours worked, over the regular 40 in a single week.

West Virginia Recordkeeping Laws:
Employers in West Virginia are obligated to keep all pertinent employee records, such as payroll, and more, in and or around the workplace for a minimum of 2 years.

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Wisconsin Main Labor Laws

Wisconsin Minimum Wage Laws:
The minimum wage rate in the state of Wisconsin is equal to the federal minimum wage and is set at $7.25 an hour.
Wisconsin Overtime Laws:
Under Wisconsin Overtime laws, most employers operating in the state are obligated to pay out overtime compensation to employees who have worked more than 40 hours in a week. The rate for overtime in Wisconsin is 1.5 times greater than regular hourly pay.
Wisconsin Recordkeeping Laws:
Records of employees, payroll, and other information should be kept by employers for a minimum of 3 years, according to Wisconsin laws.

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Wyoming Main Labor Laws

Wyoming Minimum Wage Laws:
The lowest amount a minimum wage worker in Wyoming should receive is $7.25 per hour of work, according to federal regulation.
Wyoming Overtime Laws:
The state of Wyoming doesn’t have specific laws that regulate overtime. Because of that, federal laws are applicable, at least concerning overtime work and pay - 1.5 times greater than regular hourly pay.
‍Wyoming Recordkeeping Laws:All employee records subject to inspection by the Wyoming state authorities should be kept for a minimum of 2 years.

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