Arkansas Labor Laws – Wage and Hour

Arkansas Labor Laws – Wage and Hour



Minimum Wage

Arkansas’ current minimum wage rate is $6.25.

For more information on Arkansas’s minimum wage laws, visit our Arkansas Minimum Wage Laws page, which includes topics such as minimum wage, tip minimum wage, tip sharing and pooling, and subminimum wages.

Related topic covered on other pages include:



Overtime

Arkansas labor laws require employers with 4 or more employees to pay employees overtime at a rate of 1½ times their regular rate when they work 40 hours or more in a work week, unless an employee is otherwise exempt. AR Stat. 11-4-211. Federal overtime laws may also apply. For federally-defined exemption and other federal overtime laws see FLSA: Overtime.





Meals and Breaks

Arkansas labor laws do not require employers to provide meals or breaks (except to children under the age of 16 employed in the entertainment industry). AK Admin. Regs. for Child Labor Section 2.402(c).

However, if an employer chooses to provide a break period of 20 minutes or less, it must be paid. Additionally, if an employer chooses to provide a meal period (typically 30 minutes or longer), it may be unpaid so long as the employee is completely relieved of all work duties during the meal period. AR Dept. of Labor FAQs.



Vacation Leave

Information about Arkansas vacation leave laws may now be found on our Arkansas Leave Laws page.



Sick Leave

Information about Arkansas sick leave laws may now be found on our Arkansas Leave Laws page.



Holiday Leave

Information about Arkansas holiday leave laws may now be found on our Arkansas Leave Laws page.



Jury Duty Leave

Information about Arkansas jury duty leave laws may now be found on our Arkansas Leave Laws page.



Voting Leave

Information about Arkansas voting leave laws may now be found on our Arkansas Leave Laws page.



Severance Pay

Arkansas labor laws do not require employers to provide employees with severance pay. If an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract.