South Carolina Overtime Laws

When workers clock extra hours beyond a normal, full-time week, they’re often entitled to overtime pay. Like some other states, South Carolina does not have its own overtime laws. Therefore, the state follows the federal Fair Labor and Standards Act (FLSA), which requires employers pay employees time and a half (1.5 times an employee’s normal rate of pay) for hours worked in excess of 40 hours per week.

South Carolina Overtime Law Summary

Key provisions of South Carolina overtime law, in this case federal law, are summarized in the below table.

Note: State laws are always subject to change through the passage of new legislation, rulings in the higher courts (including federal decisions), ballot initiatives, and other means. While we strive to provide the most current information available, please consult an attorney or conduct your own legal research to verify the state law(s) you are researching.

Exceptions to South Carolina Overtime Laws

There are two exceptions to federal overtime law in South Carolina:

• Employees responsible for managing more than one other employee.
• Employees who spend more than 20 percent of their employment engaged in other occupations.

Exemptions From Overtime in South Carolina

Under federal law, the occupations or employees that are exempt from overtime laws include:

• Employees who work in sales
• Employees whose work tasks are primarily administrative
• Salaried professional employees whose jobs require specialized skill and knowledge (employers are not allowed to pay minimum-wage workers a salary to avoid paying them overtime, however)
• Executives of companies

Research the Law

• Official State Codes
• South Carolina State Laws
• South Carolina Employment Laws
• State Minimum Wage & Overtime Laws

Were You Denied Overtime Pay? Call a South Carolina Attorney

Overtime laws in South Carolina can have nuances even though it primarily follows federal law. If you believe you are owed overtime pay or want to learn more about South Carolina overtime laws, you should contact a local employment attorney with experience handling wage and hour claims.