Rhode Island Overtime Laws
Rhode Island has its own overtime laws in addition to federal FLSA requirements.
Weekly OT Threshold
40 hrs
Daily OT Threshold
None
Double Time
No
Minimum Wage
$15.00
Overtime Rules
| Weekly Overtime | Hours over 40 in a workweek paid at 1.5x |
| Daily Overtime | Not required by state law |
| Double Time | Not required by state law |
| 7th Consecutive Day | No special rule |
Exemptions
The following categories of employees may be exempt from overtime requirements:
Executive, administrative, and professional employees
Important Notes
Rhode Island follows federal weekly overtime rules.
State Labor Department
Rhode Island Economy and Workforce
Rhode Island's GDP grew 3.6% in Q3 2024, outpacing both New England and national averages for three consecutive quarters. Education and health services is the state's largest employment sector, reaching historical employment levels in 2024. The state exported a record $3.1 billion in goods in 2024, with chemicals as the largest manufacturing export category at $658 million.
Industries with Common Overtime
These Rhode Island industries frequently involve overtime work situations:
Healthcare and Social Services
Hospital and nursing facility workers frequently work overtime in the state's largest employment sector.
Retail and Hospitality
Workers earn premium pay on Sundays and holidays, in addition to regular overtime for exceeding 40 hours weekly.
Manufacturing
Production workers in jewelry, plastics, and chemical manufacturing work overtime during peak demand periods.
Education
Non-exempt education support staff may work overtime during academic year peaks.
Construction
Building trades workers log overtime on development projects across the state.
Frequently Asked Questions
Yes, Rhode Island law requires employers to pay 1.5 times the regular rate for all hours worked on Sundays and state-recognized holidays (New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas). This premium applies regardless of whether the employee exceeds 40 hours that week, and Sunday/holiday work must be voluntary.
As of January 1, 2025, Rhode Island's minimum wage is $15.00 per hour. The overtime rate is $22.50 per hour (1.5 times the minimum wage). For Sunday and holiday work, employees also receive the 1.5 times premium, meaning minimum wage workers earn at least $22.50 per hour on those days.
Rhode Island enacted stricter penalties effective January 1, 2024. If the value of unpaid wages exceeds $1,500, employers may face potential imprisonment of up to three years, a fine of up to $5,000, or both. This applies to all employers regardless of size or revenue.
How to File a Wage Claim in Rhode Island
If you believe you are owed overtime pay, follow these steps:
Formally request the owed wages from your employer in writing before filing a complaint.
Download the Nonpayment of Wages Complaint Form (also available in Spanish) from the Rhode Island Department of Labor and Training website.
Complete the fillable PDF form on your computer, adding extra sheets if needed to explain your situation.
Print and mail the completed form to the Department of Labor and Training, Division of Labor Standards at 1511 Pontiac Ave., Cranston, RI 02920.
The DLT will investigate your claim and may bring a complaint in court on your behalf if necessary.
Important Rhode Island Consideration
Rhode Island is one of the few states that mandates premium pay for Sunday and holiday work at 1.5 times the regular rate, regardless of total weekly hours. Workers who work overtime and also work on Sundays may effectively earn different premium rates for different portions of their week. For example, a retail worker who works 45 hours including 8 Sunday hours would earn regular rate for 32 weekday hours, 1.5x for 5 overtime hours, and 1.5x for all 8 Sunday hours.
Disclaimer: This information is provided for general educational purposes only and should not be considered legal advice. Overtime laws can change and may have exceptions not listed here. For specific situations, consult with your employer's HR department, the state labor department, or an employment attorney.