Montana Labor Laws – Wage and Hour
Montana’s current minimum wage is $8.15 for employers with gross annual receipts of more than $110,000. For employers with gross annual receipts of $10,000 or less, the minimum wage is $4.00. MT Dept. of Labor: Minimum Wage.
For more information on Montana’s minimum wage laws, visit our Montana 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:
- Compensable time (hours worked)
- Minimum wage and overtime exemptions
Montana labor laws require employers to pay employees overtime at a rate of 1½ time their regular rate when they work more than 40 hours in a work week, unless otherwise exempt. MT Dept. of Labor: Overtime. See FLSA: Overtime for more information regarding overtime requirements.
Meals and Breaks
Montana labor laws do not have any laws requiring an employer to provide a meal period or breaks to employees, thus the federal rule applies. The federal rule does not require an employer to provide either a meal (lunch) period or breaks. However, if an employer chooses to do so, breaks, usually of the type lasting less than twenty (20) minutes, must be paid. Meal or lunch periods (usually thirty (30) minutes or more) do not need to be paid, so long as the employee is free to do as they wish during the meal or lunch period. MT Dept. of Labor and Industry FAQ
Information about Montana vacation leave laws may now be found on our Montana Leave Laws page.
Information about Montana sick leave laws may now be found on our Montana Leave Laws page.
Information about Montana holiday leave laws may now be found on our Montana Leave Laws page.
Jury Duty Leave
Information about Montana jury duty leave laws may now be found on our Montana Leave Laws page.
Information about Montana voting leave laws may now be found on our Montana Leave Laws page.
Montana labor laws do not require an employer to pay severance pay. MT. Dept. of Labor and Industry FAQ. If an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract.