Maine's exempt salary threshold is $871.16/week, exceeding federal FLSA
Effective January 1, 2026, Maine's minimum salary threshold for executive, administrative, and professional exemptions from overtime pay will be $871.16 per week. This state-specific threshold is notably higher than the federal FLSA standard and is subject to annual adjustments tied to the state's minimum wage. Employers must ensure all exempt employees meet this higher state threshold or they will be entitled to overtime compensation regardless of their job duties.
Maine Exempt Salary Threshold
Ensures proper classification for executive, administrative, and professional employees.
What those rules do as a Maine shift is created.
Teambridge automatically applies Maine's state-specific exempt salary threshold to ensure all employees are correctly classified and compensated according to state law. This prevents misclassification risks and potential wage and hour violations.
Flags under-threshold classifications
If an employee designated as exempt in Maine has a weekly salary below $871.16, Teambridge flags this as a critical compliance risk, indicating potential misclassification.
Alerts for annual threshold changes
As Maine's exempt threshold adjusts annually with the state minimum wage, Teambridge proactively updates and alerts you to new requirements, ensuring continuous compliance without manual tracking.
Prevents overtime liability
By enforcing the higher state threshold, Teambridge helps prevent situations where employees classified as exempt are later found to be non-exempt and owed significant back overtime pay.
Stop stressing over compliance.
Teambridge handles the complexities of state and local labor laws, so you don't have to.
Maine's exempt salary threshold ($871.16/week) exceeds federal FLSA
Maine law establishes a minimum salary requirement for employees to qualify for executive, administrative, and professional exemptions from overtime pay. This threshold is set higher than the federal Fair Labor Standards Act (FLSA) standard and is subject to annual adjustment.
Maine Revised Statutes Title 26, Chapter 7, Subchapter 3, §663. Minimum wage.
The minimum weekly salary for executive, administrative, and professional employees exempt from overtime requirements shall be 3000 times the state minimum hourly wage. This amount shall be adjusted annually on January 1st based on the state minimum wage in effect.
Understanding the Maine threshold
Effective January 1, 2026, the state minimum wage in Maine is $14.65 per hour. Consequently, the minimum weekly salary for exempt employees is calculated as 3000 times this hourly rate: $14.65 * 3000 / 52 weeks = $871.1538, rounded to $871.16 per week. This results in an annual salary requirement of $45,300.32. This threshold applies to employees otherwise meeting the duties tests for executive, administrative, or professional exemptions under Maine law.
Implications for employers
Employers in Maine must ensure that any employee classified as exempt receives a salary of at least $871.16 per week. Failure to meet this salary threshold means the employee is considered non-exempt, regardless of their job duties, and must be paid overtime for all hours worked over 40 in a workweek. Employers should regularly review employee classifications and salary levels to remain compliant with Maine's annually adjusted threshold.
Teambridge automatically ensures compliance with Maine's exempt salary threshold.
With Teambridge, you can confidently manage your workforce in Maine, knowing that the complexities of state-specific wage and hour laws are handled for you. Our platform continuously monitors and applies the latest regulations, keeping your operations compliant.
Instant validation of exempt status
When you classify an employee as exempt in Maine, Teambridge immediately cross-references their salary against the current state threshold of $871.16/week. Any discrepancy triggers an alert.
Stay ahead of annual changes
Maine's exempt threshold adjusts each January 1st. Teambridge automatically updates this figure in our system and notifies you of the new requirement, ensuring your salary bands remain compliant.
Reduce risk of wage claims
By enforcing the correct state-specific exempt salary, Teambridge helps prevent inadvertent misclassification that could lead to significant back pay and penalties for unpaid overtime.
Comprehensive compliance records
Teambridge maintains detailed records of employee classifications, salary levels, and the applicable state thresholds, providing an easily accessible audit trail for compliance verification.
People also ask.
What is Maine's exempt salary threshold for 2026?
Effective January 1, 2026, Maine's minimum weekly salary threshold for exempt executive, administrative, and professional employees is $871.16 per week, which equates to an annual salary of $45,300.32.
How does Maine's threshold compare to the federal FLSA threshold?
Maine's 2026 threshold of $871.16/week is significantly higher than the current federal FLSA threshold of $684/week. Employers in Maine must comply with the higher state threshold.
How is Maine's exempt salary threshold calculated?
The Maine threshold is calculated as 3000 times the state minimum hourly wage, divided by 52 weeks. As of January 1, 2026, with a state minimum wage of $14.65/hour, the calculation is (3000 * $14.65) / 52 = $871.16 per week.
Does the exempt salary threshold apply to all employees?
No, it applies specifically to employees who would otherwise meet the "duties tests" for executive, administrative, or professional exemptions from overtime pay. If an employee's salary falls below this threshold, they are considered non-exempt regardless of their duties.
What happens if an exempt employee's salary falls below the Maine threshold?
If an employee classified as exempt earns less than $871.16 per week, they automatically become non-exempt under Maine law and are entitled to overtime pay for all hours worked over 40 in a workweek.
Will Maine's exempt threshold change in the future?
Yes, Maine's exempt salary threshold is tied to the state minimum wage, which is adjusted annually based on the Consumer Price Index for Urban Consumers (CPI-W) for the Northeast Region. Employers should anticipate annual changes.