2024 State Break Laws

Table of State Break Laws

State	Meal Break	Rest Break	Minor Break
Alabama	None	None	14-15-year-old employees who work more than 5 continuous hours get a 30-minute break.
Alaska	None	None	Minors ages 14-17 who work 5+ consecutive hours get a 30-minute break.
Arizona	None	None	None
Arkansas	None	None	None
California	30-minute paid/unpaid, depending on conditions	10-minute paid every 4 hours; additional breaks under certain conditions	N/A
Colorado	30 minutes for 5+ hours worked	10 minutes per 4 hours (specific industries)	N/A
Connecticut	30 minutes for non-exempt employees who work at least 7.5 hours	None	N/A
Delaware	30 minutes unpaid for 7.5+ hours worked	None	30 minutes for under 18 per 5 hours worked
Florida	None	None	30 minutes for under 18 who work more than 4 hours
Georgia	None	None	None
Hawaii	None	None	30 minutes for 14 and 15-year-olds who work 5+ hours
Idaho	None	None	None
Illinois	20 minutes unpaid for 7.5+ hours worked	None	30 minutes for under 16 who work 5+ hours
Indiana	None	None	1-2 breaks totaling 30 minutes for under 18 who work 6+ hours
Iowa	None	None	30 minutes for under 16 who work 5+ hours
Kansas	None	None	None
Kentucky	Reasonable unpaid break after the third and before the fifth hour	10 minutes per 4 hours worked	N/A
Louisiana	None	None	30 minutes unpaid for under 18 who work 5+ hours
Maine	None	30 minutes unpaid for 6+ hours worked (if 3+ on duty)	N/A
Maryland	30 minutes for certain retail employees working 6+ hours	15 minutes per 4-6 hours worked (retail)	30 minutes for under 18 per 5 hours worked
Massachusetts	30 minutes unpaid for 6+ hours worked	None	N/A
Michigan	None	None	30 minutes for under 18 if more than 5 hours worked
Minnesota	Sufficient unpaid time for 8+ hours worked	Sufficient time to use the restroom every 4 hours	N/A
Mississippi	None	None	None
Missouri	None	None	None
Montana	None	None	None
Nebraska	None	30 minutes per 8-hour shift (specific industries)	N/A
Nevada	30 minutes for 8+ hours worked	10 minutes per 4 hours worked	N/A
New Hampshire	30 minutes for 5+ consecutive hours worked	None	N/A
New Jersey	None	None	30 minutes for under 18 who work 5+ hours
New Mexico	None	None	None
New York	Varying durations based on shift timings	24 consecutive hours per week	N/A
North Carolina	None	None	30 minutes for under 16 who work 5+ hours
North Dakota	30 minutes for 5+ hours (if 2+ employees)	None	N/A
Ohio	None	None	30 minutes for under 18 who work 5+ consecutive hours
Oklahoma	None	None	30 minutes for every 5 hours, and 1 hour for every 8 hours for under 16
Oregon	30 minutes per 6 hours worked	10 minutes based on hours worked	15-minute rest breaks for minors
Pennsylvania	None	None	30 minutes per 5 hours for under 18
Rhode Island	20 minutes for 6 hours; 30 minutes for 8+ hours	None	N/A
South Carolina	None	None	None
South Dakota	None	None	None
Tennessee	30 minutes for 6+ hours worked	None	N/A
Texas	None	None	None
Utah	None	None	30 minutes lunch + 10-minute breaks for minors
Vermont	Reasonable opportunity	None	N/A
Virginia	None	None	30 minutes for under 16 who work 5+ consecutive hours
Washington	30 minutes for every 5 hours worked	10 minutes per 4 hours worked	30 minutes for minors based on hours
West Virginia	20 minutes for 6+ hours worked	None	30 minutes for minors over 5 hours worked
Wisconsin	None	None	30 minutes for under 18 working 6+ hours
Wyoming	None	None	None

Changes in Break Laws from 2023 to 2024

The transition from 2023 to 2024 has brought about critical shifts in the legislative landscape governing meal and rest breaks across various states in the United States. These changes underscore a broader move towards enhancing labor rights and adapting to the modern workplace’s evolving needs. This section provides an overview of the adjustments in state-specific break laws, reflecting trends toward greater worker protections and inclusivity.

Key Developments in State Break Laws

While the foundational aspects of break laws have remained consistent in many states, certain modifications and clarifications have been introduced to address emerging work dynamics, including remote work, gig economy engagements, and sectors with unique demands. Here are some pivotal changes and continuations from 2023 to 2024:

Consistency and Expansion in Minor Protections: States like Alabama, Alaska, Delaware, and others have maintained their commitment to protecting minors in the workforce, ensuring they receive adequate breaks for shifts exceeding certain hours. These laws underscore an ongoing emphasis on safeguarding younger workers.
Acknowledgment of Unique Industry Needs: States such as Arkansas and Missouri, focusing on minors in the entertainment industry, and Maryland, with specific rules for retail employees, reflect a nuanced approach to legislating break laws. This industry-specific legislation indicates a recognition of the diverse conditions and requirements across the labor market.
Shifts in Minimum Lunch Duration Requirements: While the majority of states have adhered to a 30-minute minimum lunch duration for eligible workers, the specificity of coverage—ranging from minors to non-exempt employees across different sectors—highlights a tailored approach to worker welfare.
Introduction of Flexible Break Durations: Arkansas’s introduction of a flexible 30 to 60 minutes break for minors in the entertainment industry exemplifies a trend towards offering adaptable break durations to accommodate various work scenarios and requirements.
Continuation Without Lunch Break Laws: The list of states without any mandated lunch break laws—Arizona, Arkansas, Georgia, Idaho, Kansas, Mississippi, Missouri, Montana, New Mexico, South Carolina, South Dakota, Texas, and Wyoming—remains unchanged into 2024. This consistency reflects a significant divide in the national approach to labor breaks, with these states leaving break policies to the discretion of employers and workers.

Trends and Implications

The stable yet evolving nature of state break laws from 2023 to 2024 suggests several key trends:

Increased Protection for Vulnerable Workers: The continued emphasis on minors and non-exempt employees highlights a protective stance towards the most vulnerable segments of the workforce.
Industry-Specific Legislation: Tailored laws for industries like entertainment and retail point to a legislative approach that considers the unique demands and risks associated with specific types of work.
Adaptation to Modern Work Environments: Although not explicitly outlined in every state’s changes, there’s an underlying current towards accommodating non-traditional work arrangements, such as remote and gig work, within the framework of break laws.
Need for Awareness and Compliance: Employers must stay informed about state-specific laws to ensure compliance and support worker well-being, reflecting the complexity and variability of labor laws across the US.

States Without Break Laws in 2024

As of 2024, the landscape of labor laws in the United States remains diverse, with notable differences in the provision of meal and rest breaks across the states. Among these variations, a particular group of states stands out for their approach to break laws—or rather, the absence thereof. In these states, no specific laws mandate employers to provide meal or rest breaks, paid or unpaid, leaving such policies to the discretion of employers and the negotiation dynamics between employees and their employers. This section delves into the specifics of these states, exploring the implications of their stance on break laws.

States with No Mandated Break Laws

The following states have not enacted specific legislation requiring employers to provide meal or rest breaks to their employees:

Arizona
Arkansas
Georgia
Idaho
Kansas
Mississippi
Missouri
Montana
New Mexico
South Carolina
South Dakota
Texas
Wyoming

Employer Discretion: In the absence of state-mandated break laws, employers in these states have the discretion to establish their own break policies. This flexibility allows employers to design break schedules that align with operational needs and workplace culture, potentially fostering a more adaptive work environment.
Employee Negotiations: Employees in these states may need to negotiate break times directly with their employers. The success of such negotiations can depend on various factors, including the employee’s bargaining power, the nature of the job, and the overall workplace atmosphere.
Federal Standards: While these states do not have their own break laws, employers must still comply with federal regulations under the Fair Labor Standards Act (FLSA). The FLSA does not require meal or rest breaks but stipulates that breaks lasting 20 minutes or less must be compensated as work time. Additionally, if an employer chooses to provide longer meal breaks, the employee must be completely relieved of duty for the break to be unpaid.
Health and Safety Considerations: The lack of mandated break laws raises questions about worker health and safety, particularly in jobs involving long hours, high intensity, or hazardous conditions. Employers may still need to consider the provision of breaks as part of their responsibility to ensure a safe and healthy work environment.

Looking Ahead

The ongoing dialogue around labor laws and worker rights brings attention to the states without mandated break laws. Advocacy groups, labor unions, and policymakers continue to debate the potential benefits of introducing such legislation, aiming to strike a balance between operational flexibility for employers and the well-being of employees. As workplace dynamics evolve, particularly with the rise of remote work and the gig economy, these states may revisit their positions on break laws to address the changing needs of the workforce.

State Department of Labor Meal Break Links

Alabama: Alabama Department of Labor
Alaska: Alaska Department of Labor and Workforce Development
Arizona: Arizona Industrial Commission
Arkansas: Arkansas Department of Labor
California: California Department of Industrial Relations
Colorado: Colorado Department of Labor and Employment
Connecticut: Connecticut Department of Labor
Delaware: Delaware Department of Labor
Florida: Florida Department of Economic Opportunity
Georgia: Georgia Department of Labor
Hawaii: Hawaii Department of Labor and Industrial Relations
Idaho: Idaho Department of Labor
Illinois: Illinois Department of Labor
Indiana: Indiana Department of Labor
Iowa: Iowa Division of Labor
Kansas: Kansas Department of Labor
Kentucky: Kentucky Labor Cabinet
Louisiana: Louisiana Workforce Commission
Maine: Maine Department of Labor
Maryland: Maryland Department of Labor
Massachusetts: Massachusetts Executive Office of Labor and Workforce Development
Michigan: Michigan Department of Labor and Economic Opportunity
Minnesota: Minnesota Department of Labor and Industry
Mississippi: Mississippi Department of Employment Security
Missouri: Missouri Department of Labor & Industrial Relations
Montana: Montana Department of Labor & Industry
Nebraska: Nebraska Department of Labor
Nevada: Nevada Office of the Labor Commissioner
New Hampshire: New Hampshire Department of Labor
New Jersey: New Jersey Department of Labor and Workforce Development
New Mexico: New Mexico Department of Workforce Solutions
New York: New York State Department of Labor
North Carolina: North Carolina Department of Labor
North Dakota: North Dakota Department of Labor and Human Rights
Ohio: Ohio Department of Commerce
Oklahoma: Oklahoma Department of Labor
Oregon: Oregon Bureau of Labor and Industries
Pennsylvania: Pennsylvania Department of Labor & Industry
Rhode Island: Rhode Island Department of Labor and Training
South Carolina: South Carolina Department of Labor, Licensing and Regulation
South Dakota: South Dakota Department of Labor & Regulation
Tennessee: Tennessee Department of Labor and Workforce Development
Texas: Texas Workforce Commission
Utah: Utah Labor Commission
Vermont: Vermont Department of Labor
Virginia: Virginia Department of Labor and Industry
Washington: Washington State Department of Labor & Industries
West Virginia: West Virginia Division of Labor
Wisconsin: Wisconsin Department of Workforce Development
Wyoming: Wyoming Department of Workforce Services

Frequently Asked Questions (FAQ) About Break Laws

1. What are the basic requirements for meal and rest breaks in states that have specific break laws?

In states with specific break laws, requirements can vary significantly. Generally, meal breaks are unpaid and last at least 30 minutes, usually provided when an employee works more than 5 or 6 hours in a shift. Rest breaks are shorter, often 10-20 minutes, and are paid; they’re typically required for every 4 hours worked. The exact requirements depend on the state law and the type of employee (e.g., minors, non-exempt employees).

2. Are employers required to pay for break times?

Under the Fair Labor Standards Act (FLSA), short breaks, typically lasting 20 minutes or less, must be compensated as work time. Meal breaks, usually 30 minutes or longer, can be unpaid as long as the employee is completely relieved from duty. However, state laws may impose different requirements.

3. Can an employee skip breaks to leave work early?

Policies on skipping breaks vary by state law and employer policy. In some states and workplaces, employees may waive meal breaks with employer consent, particularly if it allows them to leave work early. However, this is not universally allowed and is subject to specific conditions to ensure it does not violate labor laws.

4. What happens if an employer does not comply with state break laws?

Non-compliance with state break laws can result in penalties for the employer, including fines and legal action. Employees may report violations to their state labor department or seek legal advice to address grievances and recover owed compensation for break violations.

5. How do break laws apply to remote or telecommuting employees?

Break laws apply to remote or telecommuting employees similarly to onsite workers. Employers are required to ensure that remote employees receive their entitled breaks. However, monitoring and enforcement can be challenging, and it often relies on clear communication of policies and self-reporting by employees.

6. Are there special break requirements for certain types of workers or industries?

Yes, some states have special break requirements for minors, certain hazardous occupations, or specific industries such as healthcare and retail. These requirements can include longer or additional breaks and may differ significantly from general break law provisions.

7. What should I do if I believe my break rights are being violated?

If you believe your break rights are being violated, consider the following steps:

Discuss the issue with your employer or HR department to seek a resolution.
Document instances of break violations as evidence.
Report the violation to your state labor department or board.
Seek legal advice to explore further actions, including filing a complaint or lawsuit.

8. Do break laws differ for part-time and full-time employees?

Break law requirements typically apply equally to part-time and full-time employees within the same jurisdiction. However, the entitlement to breaks may depend on the length of the shift worked, which could affect part-time workers differently based on their shorter work hours.

9. How can employers ensure compliance with break laws across different states?

Employers operating in multiple states should:

Stay informed about the specific break laws in each state where they have employees.
Develop and implement clear break policies that comply with the strictest state laws to ensure consistency.
Use workforce management software to track work hours and breaks accurately.
Train managers and HR personnel on state-specific break requirements and compliance procedures.

10. Where can I find more information about break laws in my state?

For more information on break laws specific to your state, visit your state’s labor department or workforce commission website. These sites provide detailed information on labor laws, including meal and rest break regulations. Additionally, legal aid organizations and labor rights groups can offer resources and guidance on understanding and enforcing these laws. Links to each states page available in the above section.

Disclaimer: The content provided on this webpage is for informational purposes only and is not intended to be a substitute for professional advice. While we strive to ensure the accuracy and timeliness of the information presented here, the details may change over time or vary in different jurisdictions. Therefore, we do not guarantee the completeness, reliability, or absolute accuracy of this information. The information on this page should not be used as a basis for making legal, financial, or any other key decisions. We strongly advise consulting with a qualified professional or expert in the relevant field for specific advice, guidance, or services. By using this webpage, you acknowledge that the information is offered “as is” and that we are not liable for any errors, omissions, or inaccuracies in the content, nor for any actions taken based on the information provided. We shall not be held liable for any direct, indirect, incidental, consequential, or punitive damages arising out of your access to, use of, or reliance on any content on this page.

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