Minnesota Overtime Calculator and Time Tracking Rules

Overtime is 1.5 times the regular rate after 40 hours in a workweek. Minnesota law sets overtime at 1.5 times the regular rate after 48 hours in a workweek, but employers covered by the federal FLSA, which includes businesses with more than $500,000 in gross annual sales, pay it after 40 hours.

Minnesota minimum wage is $11.41 an hour.

Estimate only, for planning. Confirm current figures with the Minnesota labor department. This is not legal or payroll advice.

$11.41 per hour since January 1, 2026, for all employers in the state (Minn. Stat. § 177.24). During the first 90 consecutive days of employment, an employer may pay an employee under 20 years of age a training wage of $9.31 per hour, but may not displace another employee, even partly by cutting hours, wages, or benefits, in order to hire at the training wage. Minnesota allows no tip credit: no employer may count tips toward the minimum wage, so tipped employees must receive the full minimum wage plus their tips, and tips paid by card or e-payment must be passed on in full by the next pay period. The rate rises to $11.87 per hour, and the training wage to $9.68, on January 1, 2027. Minneapolis and St. Paul have their own minimum wage ordinances that require higher rates for work performed in those cities.

Minnesota law: 1.5x the regular rate for all hours worked over 48 per workweek, unless the employee is exempt under Minnesota Statutes 177.23, subdivision 7 (Minnesota Fair Labor Standards Act, Minn. Stat. § 177.25). Federal law: employers covered by the federal FLSA must pay overtime for all hours worked in excess of 40 per workweek. The Minnesota Department of Labor and Industry lists these as employers that produce or handle goods for interstate commerce, businesses with gross annual sales of more than $500,000, and hospitals, nursing homes, PCA and CFSS agencies, private and public schools, and federal, state, and local government agencies. Overtime is based on actual hours worked in a seven-day workweek, so holiday hours, vacation time, and sick leave are not counted.

None. Minnesota overtime is based on hours worked in a seven-day workweek, not on hours in a single day. The one daily rule is an optional arrangement for health care facilities: if the employer and employee agree in advance to a 14-day work period instead of the seven-day workweek, the employee must receive 1.5x the regular rate for work over eight hours in any workday and over 80 hours in the 14-day period (Minn. Stat. § 177.25, subd. 2).

Stat. § 177.254). The meal break may be unpaid if the employee is completely relieved of work duties, and the employer may require the employee to stay on the premises. Only one meal break is required for a shift of six or more consecutive hours. A collective bargaining agreement may set different meal breaks. Employees exempt under Minn. Stat. § 177.23, subd. 7, such as bona fide executive, administrative, or professional employees and certain agricultural workers, are not covered. Before 2026 the rule was sufficient time to eat a meal when working eight or more consecutive hours.

Stat. § 177.253). Breaks of less than 20 minutes must be counted as hours worked and paid. The break must come within each four consecutive hours, not at the end of them. A collective bargaining agreement may set different rest breaks. An employer that does not allow a required meal or rest break owes the employee that time at the regular rate plus an equal amount in liquidated damages.

Stat. § 181.13). The demand must be in writing, and a late employer owes a penalty of the employee's average daily earnings for each day up to 15 days. Quit: by the first regularly scheduled payday after the final day of employment. If that payday is less than five calendar days after the final day, payment may wait until the second regularly scheduled payday, but no later than 20 calendar days after the final day (Minn. Stat. § 181.14). Migrant workers who quit must be paid within three days. When the departing employee handled money or property, the employer has an extra 10 calendar days to audit the accounts before the wages are due.