Missouri follows the federal standard for FLSA exempt classification, requiring a minimum weekly salary of $684.
Missouri does not have its own specific salary threshold for employees to qualify as exempt from overtime. Therefore, employers in Missouri must adhere to the federal Fair Labor Standards Act (FLSA) standard, which currently mandates a minimum weekly salary of $684 for most executive, administrative, and professional exemptions. Beyond the salary basis, a duties test must also be satisfied.
FLSA Exempt Classification
Validates exempt against $684/week federal salary basis + duties test. MO tracks federal threshold.
What those rules do as a Missouri shift is created.
Teambridge automatically applies Missouri's FLSA exempt classification standards to ensure compliance with federal wage and hour laws, which the state adopts. This prevents misclassification and potential wage disputes.
Salary Threshold Enforcement
When an employee is designated as exempt, Teambridge verifies that their declared salary meets or exceeds the current federal minimum of $684 per week ($35,568 annually). If the salary falls below this threshold, the system flags it as non-compliant, preventing incorrect exempt classification.
Duties Test Reminder
While Teambridge cannot automate the qualitative assessment of an employee's duties, it provides prompts and reminders to employers to ensure the "duties test" for executive, administrative, or professional exemptions is also met, in addition to the salary basis. This helps ensure a holistic compliance check.
Overtime Calculation Prevention
For properly classified exempt employees, Teambridge automatically excludes them from overtime calculations, aligning with FLSA requirements. This prevents erroneous overtime payments for employees who do not qualify for premium pay, optimizing payroll efficiency and accuracy.
Compliance, on autopilot.
Stop worrying about the latest legislative changes. Teambridge bakes compliance into every shift, every paycheck, every time.
Missouri adopts federal FLSA standards for exempt employee classification.
Missouri state law does not establish a separate salary threshold for FLSA exemptions; instead, it defers to the federal Fair Labor Standards Act (FLSA) requirements. Employers must therefore ensure that employees classified as exempt meet both the federal salary basis test and the duties test for executive, administrative, or professional exemptions.
29 CFR Part 541 (Federal FLSA Regulations)
“To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week.”
Salary Basis Test
For an employee to be considered exempt in Missouri, they must be paid on a salary basis of at least $684 per week. This means the employee receives a predetermined amount of compensation each pay period, which is not subject to reduction due to variations in the quality or quantity of work performed. This threshold is subject to change at the federal level, and Missouri employers must track these federal updates.
Duties Test
In addition to the salary basis, the employee's primary duties must meet the criteria for executive, administrative, or professional exemptions as defined by federal FLSA regulations. For example, an executive exemption generally requires managing a department or subdivision, customarily and regularly directing the work of two or more employees, and having the authority to hire or fire. An administrative exemption involves performing office or non-manual work directly related to the management or general business operations of the employer or its customers, and exercising discretion and independent judgment with respect to matters of significance.
Teambridge handles Missouri's FLSA exempt classification requirements automatically.
With Missouri following federal guidelines for exempt status, Teambridge continuously monitors federal updates to the FLSA salary threshold. This ensures your classifications remain compliant without manual intervention, protecting your business from potential penalties.
Set Employee Exempt Status
During employee onboarding, simply designate an employee as "exempt." Teambridge then applies the necessary compliance checks based on their salary and role.
Real-time Salary Threshold Check
Teambridge automatically compares the employee's salary against the current federal FLSA minimum ($684/week). If the salary is below this, the system alerts you and recommends reclassification or salary adjustment.
Duties Test Reminders
While the duties test is qualitative, Teambridge prompts employers to confirm and document that the employee's primary job functions meet the federal criteria for the specific exemption claimed (executive, administrative, professional).
Accurate Payroll Processing
For correctly classified exempt employees, Teambridge ensures they are not included in overtime calculations, thereby preventing mispayments and ensuring compliance with federal wage and hour laws.
People also ask.
What is the current FLSA exempt salary threshold in Missouri?
As of April 2026, Missouri follows the federal FLSA salary threshold, which is $684 per week (or $35,568 annually) for most executive, administrative, and professional exemptions. This threshold is subject to federal changes.
Does Missouri have its own state-specific exempt salary threshold?
No, Missouri does not have a separate state-specific salary threshold for FLSA exempt employees. Employers in Missouri must comply with the federal FLSA standards.
What are the "duties tests" for FLSA exemptions?
The duties tests define the primary job responsibilities required for an employee to qualify as exempt. These vary for executive, administrative, and professional exemptions, but generally involve elements like management authority, discretion, independent judgment, and advanced knowledge. Both the salary and duties tests must be met for a valid exemption.
What happens if an exempt employee's salary falls below the federal threshold?
If an employee's salary falls below the federal threshold, they typically lose their exempt status and must be treated as non-exempt. This means they are eligible for overtime pay for all hours worked over 40 in a workweek, even if their duties would otherwise qualify them for exemption.
How often does the FLSA salary threshold change?
The FLSA salary threshold is periodically updated by the U.S. Department of Labor. Employers should monitor federal announcements and ensure their systems are updated to reflect the most current requirements.
Can an employee be paid a salary but still be non-exempt?
Yes. Being paid a salary does not automatically make an employee exempt. To be properly classified as exempt, an employee must meet both the salary basis test (paid at least the minimum weekly salary) AND the duties test. If either is not met, they are considered non-exempt and eligible for overtime.