Idaho labor laws don’t require employers to provide rest and meal breaks. However, there are certain federal rules, breastfeeding protections, and strict child labor laws that both employees and employers still have to understand.
This guide covers all federal and Idaho break laws that apply, including guidelines for meal and rest breaks as well as the penalties for violating these laws.
This Article Covers
- Rest Breaks in Idaho
- Meal Breaks in Idaho
- Breastfeeding Breaks in Idaho
- Breaks for Minor Employees in Idaho
- Penalties for Violating Break Laws in Idaho
Rest Breaks in Idaho
Employers are not required to provide rest breaks for employees, as per break laws in Idaho. Providing a rest break is completely at the employer’s discretion.
However, if an employer covered by federal law chooses to offer breaks, rest periods that are five to 20 minutes long must be paid, as per the federal FLSA guidelines.
This break time is counted as hours worked for weekly hours and overtime pay calculations in Idaho, and it cannot be offset against other work hours, such as on-call or waiting time.
Meal Breaks in Idaho
Employers are not mandated to provide meal breaks to employees as per Idaho break laws. Such breaks can be provided based on an employer’s policy.
However, if an employer covered by federal law chooses to offer them, the Fair Labor Standards Act (FLSA) has some guidelines. According to them, a bona fide meal break should last at least 30 minutes and can be unpaid only if the employee is completely relieved of all job responsibilities. Shorter breaks may qualify in special situations.
If an employee must perform any duties (active or inactive) during the meal break, the time spent must be counted as hours worked and be compensable. For example, eating at a desk while remaining on duty or staying near a machine still counts as working.
Employees do not need to be allowed to leave the premises during a meal break, as long as they are truly relieved of all duties.
Breastfeeding Breaks in Idaho
There are no state-level provisions for breastfeeding breaks in Idaho.
Most nursing employees covered by the FLSA in Idaho have the right to reasonable break time at work for up to one year after their child’s birth, whenever needed. Employers must also provide a private space (other than a bathroom) to express breast milk. These protections come under the federal PUMP for Nursing Mothers Act.
These breastfeeding breaks are usually unpaid. However, if the employee is not fully relieved of duty during pumping, then the break must be paid.
Additionally, if the employee uses existing paid breaks to pump at work, they must be paid like any other employee taking that break.
Exemptions to Breastfeeding Breaks Under the FLSA
Some transportation workers may be exempt from these requirements. Small employers with fewer than 50 employees may also be excused if providing break time and space would cause undue hardship to their business operations.
Breaks for Minor Employees in Idaho
Employers are not required to provide special rest or meal breaks for minors under break laws in Idaho.
However, minor employees are protected by strict rules on when, where, and how long they can work. Detailed information about these work hour rules can be found at Idaho’s child labor law guide.
Penalties for Violating Break Laws in Idaho
If an employee takes a rest break longer than allowed by employer policy, the extra time does not count as hours worked, and doing so may lead to disciplinary action under the FLSA break guidelines.
Idaho employers cannot retaliate against an employee for requesting or using breastfeeding breaks under the FLSA. Any action like reducing hours, changing jobs, or disciplining an employee because they take pump breaks is unlawful retaliation.
Employees can also file a complaint with the U.S. Department of Labor’s Wage and Hour Division or a lawsuit if their break rights are violated. In such cases, employers may be required to provide back pay, damages, reinstatement, or other legal remedies.
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.
