Arkansas labor laws do not mandate rest or meal break provisions except for certain employees, including nursing workers and minors in the entertainment industry. However, if employers choose to provide breaks, they must follow certain guidelines outlined by the Arkansas Minimum Wage Act.
This article explains the guidelines regarding breaks at work, covering rest, meal, and breastfeeding breaks, along with special rules for minor employees.
This Article Covers
- Rest Breaks in Arkansas
- Meal Breaks in Arkansas
- Breastfeeding or Nursing Mothers Breaks in Arkansas
- Breaks for Minor Employees in Arkansas
- Penalties for Violating Break Laws in Arkansas
Rest Breaks in Arkansas
Rest breaks lasting five to 20 minutes are considered compensable working time and must be paid as per the Arkansas Minimum Wage Act. Employers cannot offset compensable rest periods against other working time, such as waiting or on-call times.
Explore how work hours are determined for overtime pay calculation in Arkansas.
Meal Breaks in Arkansas
Employers must provide employees a 30-minute unpaid bona fide meal break under the Arkansas Minimum Wage Act, though shorter breaks may qualify in special cases.
During this time, employees must be completely free from all work duties. If they are required to perform any tasks, such as eating at their desk or staying at a machine, the break counts as worktime.
Employers do not have to let employees leave the premises during meal breaks as long as they are entirely relieved of their duties.
Breastfeeding or Nursing Mothers Breaks in Arkansas
Employees in Arkansas are entitled to a reasonable, unpaid break to express breast milk for their child under the Arkansas Nursing Mothers Break Law.
Whenever possible, this break should overlap with existing paid or unpaid breaks. Employers should also make a reasonable effort to offer a private and safe space (not a restroom) close to the work area for this purpose.
If providing such breaks causes undue hardship, employers are not mandated to do so as per state law. Employees are also expected to minimize disruption to workplace operations.
In addition, the federal FLSA offers similar protections under the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act.
Most employees covered by this Act have the right to take reasonable break time to express breast milk for one year after their child’s birth, as often as needed. Employers must provide a private space, other than a bathroom, that is shielded from view.
When using break time to express milk, employees must either be completely relieved of duty or be compensated if asked to do tasks during break time.
Breaks for Minor Employees in Arkansas
In Arkansas, minors under 16 years of age who work in the entertainment industry must be given rest and meal breaks as required by state law.
Minors under 16 cannot work more than six hours without a meal break. A 12-hour rest break is mandatory between the end of one workday and the start of the next.
Some additional break rules for minors in the entertainment industry in Arkansas include:
| Minor’s Age | Maximum Daily Work Hours | Hours for Rest | Hours for Work |
| Six months to less than two years | 4 | 2 | 2 |
| Two years to less than six years | 6 | 3 | 3 |
| Six years to less than nine years | 8 | 4 | 4 |
| Nine years to less than 16 years | 9 | 4 | 5 |
School-age children cannot work in a way that violates state or local school attendance laws.
For additional rules regarding breaks for minors employed in the entertainment industry in Arkansas, refer to the Arkansas Child Labor Law Guide.
Penalties for Violating Break Laws in Arkansas
Arkansas employers who violate an employee’s right to reasonable break time or a private space to express breast milk under the FLSA may face legal consequences. These can include reinstatement, promotion, payment of lost wages, liquidated damages, and compensatory damages.
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.
