South Carolina has not established a minimum wage rate.
For more information on South Carolina’s minimum wage laws, visit our South Carolina 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:
South Carolina labor laws do not have laws governing the payment of overtime. Federal overtime laws apply. See FLSA: Overtime for more information regarding overtime requirements.
South Carolina does not have a prevailing wage law that governs wage rates on government project or service contracts.
Under certain circumstances, employers in South Carolina may be required to pay residents wage rates established by federal prevailing wage rates and rules. The prevailing wage rates may be different from the federal and state’s standard minimum wage rates. Employees may be eligible for prevailing wages if they work on government or government-funded construction projects or perform certain government services. See the 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
South Carolina labor laws do not have any laws requiring an employer to provide a meal period or breaks to employees, thus the federal rule applies. SC Dept. of Labor FAQs. 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 20 minutes, must be paid. Meal or lunch periods (usually 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. DOL: Breaks and Meal Periods.
Nursing Mother Breaks
South Carolina labor laws require certain employers to provide employees who are nursing mother with reasonable accommodation with includes more frequent or longer break period to express breast milk. Employers are also required to provide employees who are nursing mothers with a private place, other than a bathroom stall, to express breast milk. The employer is not required to construct a permanent, dedicated space to qualify as a private place. To be required to provide employees with nursing mother breaks, employers must have fifteen (15) or more employees who work each day in each of twenty (20) or more calendar weeks in the current or preceding calendar year to provide. SC Statute 1-13-30(e); SC Statute 1-13-30(t)
Information about South Carolina vacation leave laws may now be found on our South Carolina Leave Laws page.
Information about South Carolina sick leave laws may now be found on our South Carolina Leave Laws page.
Information about South Carolina holiday leave laws may now be found on our South Carolina Leave Laws page.
Jury Duty Leave
Information about South Carolina jury duty leave laws may now be found on our South Carolina Leave Laws page.
Information about South Carolina voting leave laws may now be found on our South Carolina Leave Laws page.
South Carolina 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.
Under certain circumstances, South Carolina 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 South Carolina State Unemployment Benefits.