Pennsylvania overtime.
Pennsylvania layers its own overtime rules on top of the federal FLSA baseline.
PA
40
hrs
—
—
$7.25
/hr
federal rate
How Pennsylvania calculates overtime.
Weekly overtime
Hours over 40 per workweek paid at 1.5×
Daily overtime
Not required by state law
Double time
Not required by state law
7th consecutive day
No special rule
Calculate your Pennsylvania overtime
The weekly timesheet automatically applies PA rules.
Who's outside the rules
These categories of employees may be exempt from the overtime requirements above:
01
Executive, administrative, and professional employees
Pennsylvania follows federal weekly overtime rules.
Pennsylvania Department of Labor and Industry
(717) 787-5279
https://www.dli.pa.gov
Pennsylvania at a glance
Pennsylvania ranks sixth among states with the highest GDP, with its economy built on manufacturing, agriculture, life sciences, energy, and technology. The state has a $116 billion manufacturing sector, and its 53,000 farms generate over 600,000 jobs and $132 billion for the economy. Major investments from companies like GSK ($800 million) and Spark Therapeutics ($575 million) are expanding the life sciences industry.
Industries with frequent overtime
Manufacturing
Production workers in steel, machinery, and food processing plants frequently work overtime to meet demand.
Healthcare
Hospital nurses and medical staff work extended shifts, with specific protections against excessive mandatory overtime.
Energy and Mining
Workers in natural gas extraction and coal mining operations often work overtime during active production.
Warehousing and Distribution
Fulfillment center workers in the I-81 corridor work overtime during peak shipping seasons.
Construction
Building trades workers on commercial and infrastructure projects log overtime to meet project deadlines.
Pennsylvania overtime FAQ
Pennsylvania requires employers to pay non-exempt employees 1.5 times their regular rate for hours worked over 40 in a workweek. With the state minimum wage at $7.25 per hour, the minimum overtime rate is $10.88 per hour. There is no daily overtime requirement in Pennsylvania.
No, employees cannot waive their right to overtime pay in Pennsylvania. Under both state law and the FLSA, any agreement between an employer and employee to waive overtime compensation is not legally valid. Employers must pay overtime regardless of any such agreement.
Yes, Pennsylvania's Prohibition of Excessive Overtime in Health Care Act gives healthcare employees the right to refuse to work more than their regularly scheduled shifts. Exceptions exist only for on-call situations or unforeseeable emergent circumstances. This protection helps prevent nurse fatigue and patient safety issues.
Filing a wage claim in Pennsylvania
If you believe you're owed unpaid overtime, here's what to do — in order.
Complete the Wage Payment Complaint Form online through the Pennsylvania Department of Labor and Industry website or download the PDF.
Submit the form online, by fax (717-787-0517), by email ([email protected]), or by mail to the Bureau of Labor Law Compliance in Harrisburg.
Include supporting evidence such as pay stubs, time records, and employment agreements.
The Bureau will review your claim and assign it to a District Office for investigation.
If violations are found, employers may be required to pay back wages; courts may award liquidated damages of 25% of unpaid wages or $500 (whichever is greater) plus attorney's fees.
Pennsylvania prohibits the fluctuating workweek method of calculating overtime pay, which some states allow. This means employers cannot pay a fixed salary covering all hours worked (including overtime) and then calculate a lower overtime premium based on total hours. Pennsylvania employees must receive the full 1.5 times their regular rate for each overtime hour, providing greater overtime compensation protection than some neighboring states.
For general education only. Overtime law changes and has exceptions not listed here. For a specific situation, talk to your employer's HR department, the Pennsylvania Department of Labor, or an employment attorney.