The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.

  • FLSA Minimum Wage: The federal minimum wage is $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage.
  • FLSA Overtime: Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days.
  • Hours Worked (PDF): Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.
  • Recordkeeping (PDF): Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records.
  • Child Labor: These provisions are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being.

In 2020 and 2021, the Department completed a series of rulemakings to update its regulations to protect tipped workers. These rulemakings addressed 2018 legislative amendments to section 3(m) and other sections of the Fair Labor Standards Act (FLSA) to expressly prohibit employers, including managers and supervisors, from keeping employees’ tips. The rulemakings also updated the Department’s “dual jobs” regulations addressing the circumstances under which an employer can take a partial credit against its minimum wage obligations based on the tips received by employees. See https://www.dol.gov/agencies/whd/flsa/tips

On July 29, 2021, the Department announced a final rule rescinding the “Joint Employer Status Under the Fair Labor Standards Act” final rule (Joint Employer Rule).

On March 14, 2022 a district court in the Eastern District of Texas vacated the Department’s Delay Rule, Independent Contractor Status Under the Fair Labor Standards Act (FLSA): Delay of Effective Date, 86 FR 12535 (Mar. 4, 2021), and the Withdrawal Rule, Independent Contractor Status Under the Fair Labor Standards Act (FLSA): Withdrawal, 86 FR 24303 (May 6, 2021).  The district court further stated that the Independent Contractor Rule, Independent Contractor Status Under the Fair Labor Standards Act, 86 FR 1168 (Jan. 7, 2021), became effective as of March 8, 2021, the rule’s original effective date, and remains in effect.

General Guidance

Posters

Interpretive Guidance

E-tools

  • The Coverage and Employment Status Advisor helps identify which workers are employees covered by the FLSA.
  • The Hours Worked Advisor provides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid.
  • The Overtime Security Advisor helps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations.
  • The Overtime Calculator Advisor computes the amount of overtime pay due in a sample pay period based on information from the user.
  • The Child Labor Rules Advisor answers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform.
  • The Section 14(c) Advisor helps users understand the special minimum wage requirements for workers with disabilities.

Presentations

Applicable Laws and Regulations

Law

Regulations

Civil Money Penalty Inflation Adjustments

Starting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go here.

Civil Money Penalty Inflation Adjustments
Type of Violation Statutory Citation CFR Citation Maximum Civil Monetary Penalty on or before 1/15/2022 Maximum Civil Monetary Penalty on or after 1/16/2022
Homeworker:

Violation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances.		 29 USC 211(d) 29 CFR 530.302 $1,084 $1,151
Child labor:

(1) Violation of child labor standards (sec 212 or 213(c));		 29 USC 216(e)(1)(A)(i) 29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A) $13,227 $14,050
(2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor; 29 USC 216(e)(1)(A)(ii) 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) $60,115 $63,855
(3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor 29 USC 216(e)(1)(A)(ii) 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) $120,230 $127,710
(4) Repeated or willful violation of section 206 or 207. 29 USC 216(e) 29 CFR 579.1(a)(2) $2,074 $2,203
(5) Violation of section 203(m)(2)(B) 29 USC 216(e)(2) 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1) $1,162 $1,234