Idaho Overtime Laws

Whether you're working in Idaho's booming manufacturing sector or at a local retail store, you expect to be paid for your hours on the job. When those hours exceed 40 in a workweek, you're likely entitled to overtime pay. But getting that extra money in your paycheck is not always so simple. Overtime laws are full of exceptions and exemptions, so sometimes it's hard to know when you are owed overtime pay. If you work in Idaho, take a moment to become familiar with Idaho overtime laws.

Idaho Overtime Law Summary

This chart highlights key provisions of Idaho overtime laws.

Note: State laws are subject to change. It's important to verify the information you read about by conducting your own research or consulting with an Idaho attorney.

Idaho Overtime Law

Instead of having a state overtime law, Idaho follows federal law contained in the Fair Labor Standards Act (FLSA). The FLSA provides covered, nonexempt employees overtime pay for any hours worked beyond 40 in a workweek. The overtime rate is set at 1.5 times an employee's regular wage. For example, if you make $10 an hour, your overtime rate is $15.00 an hour (1.5 x $10). Typically, hourly or salaried employees who earn under $455 per week or $23,660 a year (as of 2017), and have a nonexempt job are eligible to receive overtime pay.

Which Idaho businesses are required to pay overtime?

Your right to overtime pay is based on two factors: your employer is covered by federal overtime rules, and your job is considered "nonexempt" from these rules. Let's first look at which employers must pay overtime pay.

Your employer is covered by the federal rules if they have annual sales of more than $500,000, or are involved in interstate commerce. This may seem like only large companies must follow this law, but the "interstate commerce" language applies to most small businesses that handle credit cards, send or receive supplies from other states, or rely on the mail. Federal overtime rules also apply to hospitals, businesses providing medical or nursing care for residents, schools and preschools, and government agencies.

Who is covered by overtime laws in Idaho?

Some Idaho workers are not entitled to receive overtime pay. An employee's job can be considered exempt from federal overtime when the specific duties and salary level meet all the requirements set by the U.S. Department of Labor. For example, administrative employees are exempt from overtime if they earn more than $455 a week (as of 2017) and their primary duty is office or non-manual work directly related to the general business operations of the employer, and the employee must use independent judgment in carrying out their duties.

The following Idaho jobs are frequently exempt from overtime pay:

• Executive
• Administrator
• Outside and Commissioned Salespeople
• Employees employed as "learned professional" (CPA, lawyer, executive chef)
• Summer camp workers (non-administrative)

What is a workweek?

When calculating overtime, the Idaho Department of Labor defines a workweek as a "period of 168 hours during seven consecutive 24-hour periods." It may begin on any day of the week and any hour of the day established by the employer. Each workweek stands alone, meaning there can be no averaging of two or more workweeks.

Is mandatory overtime allowed in Idaho?

Your employer is in control when it comes to setting your schedule. You can be required to work 12-hour days with limited times for breaks. Your schedule can change on short notice. If you can't work the required overtime, you can be punished or fired with cause. The FLSA doesn't limit the number of hours that an employee may be required to work.

Connect With an Idaho Attorney About Your Wage Law Issue

It's never easy to have a dispute at work, especially one about money. However, laws are available to protect your rights to overtime pay. If you have a wage issue at work, help is available. An experienced Idaho attorney can assist you through the claim process to recover lost wages and any available damages. Get started today by connecting with an employment lawyer.