Overtime laws protect employees by ensuring fair compensation for hours worked beyond the standard 40-hour workweek. Since Idaho labor laws do not establish separate provisions for overtime, the state follows the federal Fair Labor Standards Act (FLSA), which sets the rules for overtime pay. Complying with federal rules is essential for both employers and employees.
This article explains Idaho’s overtime rules for pay rates, exemptions, and calculations, helping employers understand their responsibilities and empowering employees to recognize and defend their rights.
Idaho Overtime Laws Summary
| State overtime law | None |
| Federal law | Fair Labor Standards Act |
| Overtime pay | 1.5 times the regular hourly wage for all hours worked over 40 in a workweek |
| Minimum wage | $7.25 per hour |
| Minimum overtime wage | $10.88 per hour for minimum wage workers |
| Compensatory time instead of overtime pay | Allowed for public sector employees |
| Salary threshold for overtime exemption | $684/week |
This Article Covers
- Overtime Rate in Idaho
- Who is Eligible for Overtime Pay in Idaho?
- Overtime Exemptions in Idaho
- Who is Eligible for Compensatory Time in Idaho?
- Overtime Pay for Tipped Employees in Idaho
- Overtime Pay for Salaried Employees in Idaho
- Recordkeeping Requirements for Employers in Idaho
- Penalties for Violating Overtime Laws in Idaho
Overtime Rate in Idaho
Overtime pay in Idaho is governed by the federal FLSA. Employees who work more than 40 hours in a single workweek must be compensated at 1.5 times their regular hourly rate, unless they qualify for an exemption.
The current Idaho minimum wage is $7.25 per hour, which means the minimum overtime rate for hourly workers earning minimum wage is: 1.5 × $7.25 = $10.88 per hour
If an employee earns more than the minimum wage, their overtime rate is calculated using their actual hourly wage.
Example:
Employee’s regular rate of pay: $10 per hour
Overtime pay rate: 1.5 × $10 = $15 per hour
For newly hired employees under age 20, Idaho law allows a training wage of $4.25 per hour during the first 90 consecutive calendar days of employment. Their overtime rate during this period would be: 1.5 × $4.25 = $6.38 per hour
Learn about your overtime rights in Idaho.
What counts as hours worked for overtime in Idaho?
For overtime calculations in Idaho, hours worked include any time an employee is required to be on the job site, actively performing duties, or waiting while on duty.
It is important to note that working on weekends, holidays, or scheduled days off does not automatically trigger overtime pay. Overtime is only required when an employee’s total hours exceed 40 hours in a single workweek.
What is a workweek under the FLSA?
A workweek is a fixed span of 168 hours or seven consecutive 24-hour periods. Employers can designate any start day and time, but once set, that schedule defines the workweek for overtime and minimum wage purposes.
Each workweek stands alone. Employers cannot average hours across multiple weeks to avoid paying overtime. For example, working 30 hours one week and 50 the next still requires overtime pay for the second week.
Who is Eligible for Overtime Pay in Idaho?
In Idaho, most employees are eligible for overtime pay under the FLSA. Unless an employee is classified as exempt, they must receive overtime pay when they work more than 40 hours in a workweek.
Exemptions from overtime rules under the FLSA are defined by the U.S. Department of Labor. See the next section for a breakdown of which employees may not qualify for overtime pay in Idaho.
Overtime Exemptions in Idaho
Certain categories of employees are exempt from overtime pay in Idaho, as defined by the FLSA. These exempt groups include:
- Salaried employees earning at least $684/week ($35,568/year) who meet certain job duty requirements
- Highly compensated employees earning over $107,432 per year (with at least $684 per week paid on a salary or fee basis)
- Motion Picture industry employees earning over $1,043 per week (or a proportionate daily rate)
- Computer professionals making at least $27.63 per hour
- White-collar employees in executive, administrative, and professional roles (including teachers)
- Outside sales employees
- Seasonal workers at amusement parks or recreational businesses
- Newspaper staff at small papers and newspaper delivery workers
- Seamen on foreign ships and workers in fishing operations
- Certain farm workers
- Casual babysitters and companions for the elderly or infirm
- Certain commissioned employees in retail or service establishments
- Salesmen for autos, trucks, trailers, farm equipment, boats, or aircrafts
- Parts clerks and mechanics working in shops that sell directly to consumers
- Transportation workers, including railroad, airline, taxi, and certain motor carrier employees
- Local delivery drivers on approved trip-rate plans
- Broadcasting staff, such as announcers, news editors, and chief engineers at certain small stations
- Domestic service workers who live in the employer’s residence
- Movie theater employees
Partial exemptions from overtime pay under the FLSA rules:
- Some workers in agriculture or petroleum distribution may have different overtime rules.
- Hospitals and residential care facilities can follow a 14-day work period instead of a seven-day workweek, if employees agree.
- Workers without a high school diploma or below 8th-grade education can spend up to ten hours a week in basic training and still be paid their regular wages, but not overtime for those hours.
Who is Eligible for Compensatory Time in Idaho?
Public-sector employees in Idaho, including both covered (non-exempt) and exempt state workers, are eligible for compensatory time instead of overtime pay. However, accrual rates and payout rules for comp time differ between these groups.
| Non-Exempt Employees | Exempt Employees | |
| Accrual rate | 1.5 hours comp time for each overtime hour worked | 1 hour comp time for each overtime hour worked |
| Payout rules | Unused comp time is paid out (at termination or when accrual limits are hit) | Comp time is often forfeited (not paid), unless special approval is granted |
In most cases, public employees in Idaho can accrue up to 240 hours of comp time. This limit extends to up to 480 hours for certain roles, such as firefighters and law enforcement personnel.
Overall, Idaho public employees can earn and use comp time under structured rules, with clear caps and different treatment for covered and exempt employees.
Overtime Pay for Tipped Employees in Idaho
In Idaho, employees who earn more than $30 per month in tips are considered tipped employees under the FLSA.
Employers can pay a lower cash wage of $3.35 per hour, as long as tips make up the difference. With a tip credit of up to $3.90 per hour, the employee’s total earnings (cash wage + tips) must still equal at least the full minimum wage of $7.25 per hour.
For overtime, tipped employees must be paid 1.5 times the full minimum wage, not the reduced cash wage, for any hours worked over 40 in a workweek. Employers may apply the same tip credit used for regular hours, but they cannot increase the tip credit or reduce overtime pay below the required rate.
Additionally, employers cannot keep any portion of employees’ tips or share them with managers or supervisors. Tip pooling is only allowed among employees who regularly receive tips.
Overall, these rules ensure tipped employees receive fair pay and proper overtime compensation.
Overtime Pay for Salaried Employees in Idaho
Unless exempted by federal law, salaried employees must receive overtime pay at 1.5 times their regular rate of pay for any hours worked beyond 40 in a workweek.
To calculate overtime, the employee’s regular hourly rate must first be determined by dividing their salary by the number of hours the salary is intended to cover. This step is essential for accurately calculating overtime pay in Idaho.
Once the hourly rate is known, overtime pay can be calculated using the formula:
Overtime pay = 1.5 x Employee’s hourly rate × Overtime hours
Use our overtime calculator to quickly and accurately estimate overtime pay.
If an employee’s salary covers fewer than 40 hours per workweek, they must be paid their regular rate for any additional hours worked up to 40. Overtime pay only applies after exceeding 40 hours.
Explore other laws for salaried employees in Idaho.
Recordkeeping Requirements for Employers in Idaho
Idaho law requires employers to keep accurate employee records and share key pay information with workers.
What employers must do:
- Keep records for at least three years after an employee leaves the job.
- Inform employees at hiring about their pay rate and regular payday.
- Notify employees in advance of any wage reductions before the work is performed.
- Provide pay-related details in writing if the employee requests it.
Employers don’t have to use a specific format, but their records should cover:
- Basic employee details (name, address, job role, and age if under 19)
- When the workweek begins
- Total hours worked each day and week
- Regular (straight-time) earnings
- Hourly pay rate
- Total overtime pay for each workweek
In short, Idaho employers must maintain clear payroll records and keep employees informed about their wages to ensure compliance with overtime laws.
While Idaho employers are free to keep these records in any form, using a time tracking tool like Jibble can help them maintain accurate, organized, and compliant records more easily.
Penalties for Violating Overtime Laws in Idaho
If an employer fails to pay proper wages or overtime in Idaho, they can face financial penalties and other consequences.
- Employers may have to pay extra wages as a penalty, up to the employee’s regular daily wage for each day payment is delayed (for up to 15 days), with a maximum penalty of $750.
- Employers cannot withhold or deduct wages unless required by law or approved in writing by the employee.
- Employees must receive a clear breakdown of deductions on their pay statements.
- Employers must inform employees about pay rates and payday at hiring and notify them in advance of any pay cuts.
- If there is a wage dispute, employers must still pay the undisputed portion of wages on time.
- Employers are not allowed to retaliate against employees for raising wage or overtime concerns.
- In some cases, violations can also lead to misdemeanor charges, including fines of up to $300, up to 30 days in jail, or both. Each violation shall be counted as a separate offense.
If an employee believes they were not paid correctly, they can file a wage claim online with the Idaho Department of Labor. For overtime pay issues under federal law, employees can report violations to the US Department of Labor’s Wage and Hour Division.
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.
