Rhode Island Minimum Wage, Overtime, Hours and Leave Laws


Minimum Wage

Rhode Island’s current minimum wage is $11.50.

For more information on Rhode Island’s minimum wage laws, visit our Rhode Island 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

Rhode Island labor laws require an employer to pay overtime to employees, unless otherwise exempt, at the rate of 1½ times the employee’s regular rate of pay for all hours worked in excess of 40 hours in a workweek. RI Statute 23-12-4.1; RI Dept. of Labor FAQs. See FLSA: Overtime for more information regarding overtime requirements.


Prevailing Wages

Under certain circumstances, employers in Rhode Island may be required to pay residents wage rates established by the federal or state prevailing wage rates and rules. The prevailing wage rates may be different from the state’s standard minimum wage rates.

Employees may be eligible for prevailing wages if they work on federal or state government or government-funded construction projects or perform certain federal or state government services. See the Rhode Island Prevailing Wages, Davis-Bacon and Related Acts, McNamara-O’Hara Service Contract Act (SCA), and Walsh-Healey Public Contracts Act (PCA) for more information about prevailing wages.


Meals and Breaks

Rhode Island labor laws require employers to provide employees with a 20-minute meal period during a six-hour shift, and a 30-minute meal during an eight-hour shift. This does not include healthcare facilities or companies employing fewer than three employees at one site during a shift. RI Dept. of Labor FAQs.


Nursing Mother Breaks

Rhode Island labor laws required employers to provide employees who are nursing mothers with reasonable unpaid break time each day to breastfeed or express breast milk unless providing the breaks would create an undue hardship on the operations of the employer. The breaks must, if possible, run concurrently with any break time the employer already provides.

Employers must make reasonable efforts to provide employees who are nursing mothers with a private, secure, and sanitary room or location, other than a toilet stall, in close proximity to their work area where they may breastfeed or express breast milk.

For purposes of nursing mother breaks, reasonable efforts mean any effort that would not impose an undue hardship on the operation of the employer. An under hardship is any action that requires significant difficulty or expense when considered in relation to factors such as the size of the business, its financial resources and the nature and structure of its operation.

RI Statute 23-13.2-1


Vacation Leave

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


Sick Leave

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


Holiday Leave

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


Jury Duty Leave

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


Voting Leave

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


Severance Pay

Rhode Island 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.


Unemployment

Under certain circumstances, Rhode Island residents may be eligible for unemployment benefits while they search for another job. You are required to certify that you are unemployed on a weekly basis to receive these benefits. See Rhode Island State Unemployment Benefits.


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Employment Law Updates

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Visiting on behalf of:

Have employees in more than one state? SUBSCRIBE HERE!

THANK YOU FOR SUBSCRIBING!

We hope you find our newsletters help you better navigate employment and labor law issues.