Rhode Island Overtime Laws

April 28th 2026

Rhode Island overtime laws provide important protections for employees in the state regarding their work hours and compensation. Under the Rhode Island Labor Law, employees are entitled to receive overtime pay for any hours worked beyond a certain threshold in a workweek.

This article will provide information to successfully navigate Rhode Island’s overtime regulations, whether you’re an employer aiming for compliance or an employee defending your rights.

This Article Covers

Rhode Island Overtime Rates

Rhode Island’s overtime law mandates that employees who work more than the standard 40-hour workweek are entitled to receive overtime compensation at a rate of one and a half times their regular pay for each additional hour worked. This provision aims to ensure that employees are appropriately compensated for their extra efforts and discourages employers from taking advantage of their workforce.

Since the regular minimum wage in Rhode Island is $16.00 per hour, Rhode Island’s overtime minimum rate is $24.00 per hour. 

Overtime Entitlement in Rhode Island

According to Rhode Island overtime laws, overtime pay is required for any non-exempt employees.

Employees who earn below $684 a week ($35,568 annually) and work in a non-exempt industry are entitled to overtime pay.

However, your overall eligibility for overtime pay will be based on what your job duties are as well as what type of business you are in.

Read more about Overtime Exceptions and Exemptions in Rhode Island.

Compensatory Time in Rhode Island

In Rhode Island, state or local government employees can choose compensatory time off, or “comp time,” instead of overtime pay. Comp time is provided through a collective bargaining agreement or other agreements with their employer. Comp time must be provided at one and a half times the regular rate for hours worked over 40 a week. 

Upon termination, any unused comp time must be paid out at a rate not less than:

  • The employee’s average regular rate of pay over the final three (3) years of their employment period.
  • The employee’s final regular rate of pay or the average regular rate received by the employee, whichever is greater.

Overtime for Nurses in Rhode Island

In Rhode Island, a hospital is not allowed to force certain nurses and certified nurse assistants to work overtime. However, it is important to note that there are no state laws that limit a nurse from voluntary overtime.

Here are the conditions for nurses regarding overtime:

  • Employees cannot be compelled to accept a scheduled shift lasting more than 12 hours.
  • Mandatory overtime cannot be used as a solution for chronic understaffing issues.
  • Employees cannot be compelled to work beyond their scheduled shift except in the case of an “unforeseeable emergent circumstance.”
  • Employees cannot face disciplinary action for refusing mandatory overtime unless it is due to an “unforeseeable emergent circumstance.”
Unforeseeable Emergent Circumstances

Employers must make reasonable efforts to find additional staff before requiring nurses to work overtime. However, this requirement may be waived in the event of a declared national, state, or municipal emergency or disaster.

The employer must: 

  • Seek volunteers from all qualified staff currently working during the unforeseen emergency.
  • Contact all qualified employees who have made themselves available for extra work.
  • Consider utilizing per diem staff.

Overtime for Tipped Employees in Rhode Island

Employers in Rhode Island have the option to pay tipped employees a minimum hourly wage of $3.89. However, it is crucial that the total earnings, including tips, reach or exceed the regular state minimum wage of $16.00 per hour. If the combined amount of wages and tips fall short of the regular minimum wage, the employer is obligated to compensate the employee for the difference.

Most tipped employees are eligible for overtime pay if they work more than a specific number of hours in a week. Overtime hours are compensated at 1.5 times the employee’s regular hourly wage. Their overtime rate must be determined based on the full minimum wage rather than the lower cash wage provided by the employer. 

Overtime Exceptions and Exemptions in Rhode Island

In Rhode Island, there are specific groups of workers that are exempt from receiving overtime pay. The exemption pertains to individuals employed in executive, administrative, or professional positions, as outlined by the Fair Labor Standards Act. To qualify for this exemption, these employees must receive a weekly salary of no less than $684. 

Other exemptions include:

  • An employee who works at a seasonal summer camp that operates for a maximum duration of 6 months each year is included in this category.
  • Police officers.
  • Salaried employees of a nonprofit national voluntary health agency opt for receiving additional time off instead of overtime pay when they work beyond 40 hours in a week.
  • Employees, such as drivers, helpers, mechanics, and loaders, of any motor carrier (including private carriers) who are under the authority of the United States Secretary of Transportation.
  • Salespersons, parts persons, or mechanics primarily engaged in selling and servicing vehicles or farm implements for non-manufacturing employers.
  • Salespersons, parts persons, or mechanics primarily engaged in selling and servicing vehicles or farm implements for non-manufacturing employers. 
  • Employees in the agricultural sector, including greenhouse crop production, fruit and vegetable farming, forestry, dairy farming, and nursery workers.
  • Employees of an air carrier who fall under the Railway Labor Act.

Penalties for Violating Overtime Law in Rhode Island

Employers in Rhode Island who do not comply with regulations regarding overtime wages may face potential consequences. They could be held accountable for paying employees twice the amount of unpaid wages, along with additional expenses and legal fees. Employees can file lawsuits, either as a class action or on behalf of multiple employees, to address instances where others have been subjected to the same violations.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.