01RIGL § 28-12 — final scheduled increase + tipped wage $3.89
Rhode Island's minimum wage is $16.00/hr effective January 1, 2026 — under RIGL § 28-12. Final phase of 2022 voter-approved scheduled increases. Phased increases: $12.25 (2022), $13.00 (2023), $14.00 (2024), $15.00 (2025), $16.00 (2026). No further scheduled increases — new legislation required for any further increase.
Tipped wage $3.89 cash + tip credit reaching $16.00: workers earning $30+/month in tips qualify as tipped employees. Tip credit max $12.11. Distinguishes RI from neighboring MA ($6.75 tipped) and CT ($6.38 tipped restaurant/$8.23 hotel). RI tipped wage is among the lower tipped wages in New England despite the state's $16.00 standard minimum being among the higher levels.
State preemption blocks city wage ordinances: uniform $16.00 statewide. RI is small enough geographically that city-by-city wage routing isn't typically a workforce management issue.
Tip ownership protections under RIGL § 28-14.1: tips belong to workers — employers cannot retain any portion of a tipped worker's tips. Any agreement, policy, or arrangement that requires worker to share tips with employer is prohibited. Tipped workers' tips are sole property of the tipped worker.
Credit card fee deductions: employers may deduct credit card processing fees from tips if: (1) notify worker of deduction in advance; (2) deduction does not result in worker earning less than $16.00 minimum; (3) worker paid tips no later than regular pay day (employer cannot wait until credit card reimburses worker). Service charges: compulsory employer-imposed fees (e.g., 18% gratuity for parties of 8+) are NOT tips under RI law. Employers may rely on service charges to satisfy minimum wage obligations but service charges don't qualify worker as tipped employee for tip credit purposes. Tip pooling/sharing: permitted with proper notice. Non-tipped non-exempt workers may participate in tip pooling only if employer does not include tip credits when determining if tipped workers are paid minimum wage. Exempt workers cannot participate. Apprentices and learners: RIGL § 28-12-10 allows employers to pay apprentices and learners subminimum wage for first 90 days of employment with special certificate from RI DLT. Multi-state operators with RI workforces should configure: $16.00 state minimum; $3.89 tipped wage with $30/month threshold; $12.11 tip credit; tip ownership protections; credit card fee deduction workflow; service charge classification; tip pooling/sharing rules; apprentice/learner certificate workflow if applicable.
Read the full Rhode Island $16.00 state minimum effective january 1, 2026 guide →
02RIGL §§ 28-39 to 28-41 — employee-only contributions, 30 weeks max
Rhode Island Temporary Disability Insurance (TDI) was enacted in 1942 — making Rhode Island the first state in the nation to establish temporary disability insurance. The framework predates federal Social Security disability provisions and most other state-level disability insurance programs. Administered by RI Department of Labor and Training (DLT) TDI Unit.
Employee-only funding (structurally distinctive): TDI funded entirely through employee payroll contributions — employers do not contribute. Distinguishes RI from CA SDI (employee-funded), NJ TDI (employee + employer), NY DBL (employer-funded). RI's employee-only framework places financial burden on workers but provides workers with benefits independent of employer participation.
2026 contribution rate: 1.1% of wages (decreased from 1.3% in 2025). Applied to first $100,000 of taxable wages in 2026 (increased from $89,200 in 2025). Maximum annual employee contribution: $1,100 (decreased from $1,159.60 in 2025). The 2026 changes: lower rate combined with higher wage base creates net effect varying by worker income level — net decrease for lower-income workers, net change for higher-income workers depends on prior contribution maximum vs new $1,100 cap.
Benefit structure: benefit calculated as 4.62% of wages during highest-paid quarter of base period on sliding scale. Maximum weekly benefit: $1,103 (effective July 1, 2025, increased from $1,070). Maximum weekly benefit with 5 dependents: $1,489 (increased from $1,444). Benefit replacement target approximately 60% of income. Workers receive partial wage replacement during periods unable to work.
Eligibility: worker must have earned $18,000 in base period or $3,000 in one quarter. Total taxable wages must be at least 1.5× highest quarter of earnings ($4,500). Base-period taxable wages must be at least $6,000. Maximum duration: 30 weeks per benefit year. Waiting period: 7 consecutive days out of work for eligibility. Job protection: TDI (own disability leave) does not carry the same statutory job restoration guarantee under state law alone, though FMLA and RI Parental and Family Medical Leave Act may apply depending on circumstances. Multi-state operators with RI workforces should configure: TDI 1.1% employee-only payroll deduction; $100,000 wage base cap; $1,100 maximum annual contribution; coordination with federal FMLA, RIPFMLA for job protection; quarterly reporting to RI DLT.
Read the full Rhode Island tdi (since 1942) — first state in nation guide →
03RIGL § 28-41-35 — paid family leave with 2026 sibling expansion
Rhode Island Temporary Caregiver Insurance (TCI) was established under P.L. 2013, ch. 187, effective January 1, 2014. Among the earliest state paid family leave programs alongside CA Paid Family Leave (2002) and NJ Family Leave Insurance (2008). Both predate the surge of state PFML enactments since 2018 (NY 2018, MA 2018, WA 2018, DC 2017, CT 2019, OR 2019, CO 2020, MD 2022, DE 2022, ME 2023). TCI is part of TDI program structure, funded through same employee payroll contributions.
Maximum leave duration: 8 weeks effective January 1, 2026 (increased from 7 weeks in 2025). Workers may take TCI for: (1) Parental bonding: bonding with new child following birth, adoption, or foster placement. (2) Family caregiving: caring for seriously ill family member.
SB 974 — siblings added effective January 1, 2026: definition of covered family member for TCI now includes siblings. Sibling defined as children with a common parent, including biological siblings, half-siblings, step-siblings, foster siblings, adopted siblings. The expansion broadens TCI coverage beyond traditional immediate family categories (spouse, child, parent, parent-in-law).
HB 6065/SB 829 — bone marrow and organ donor eligibility (effective 2025): workers may file for TDI or TCI benefits to participate as bone marrow transplant donor or living organ donor. Maximum leave for organ donation recovery: 30 days; bone marrow donation: 5 days. Distinctive among state PFML frameworks — many states don't include donor leave in PFML structure.
Job protection (TCI-specific): under Rhode Island law, employer may not take adverse action against worker on TCI leave. Upon return, employer must offer same position or comparable position with equivalent seniority, status, pay, benefits, and terms. Health insurance benefits continue during TCI leave at same terms as while working. Distinguishes TCI from TDI which does not carry same statutory job restoration guarantee under state law alone. Concurrent run with FMLA/RIPFMLA: generally if worker qualifies for more than one, leave under FMLA, RIPFMLA, and/or TCI runs concurrently. Multi-state operators with RI workforces should configure: TCI 8-week maximum leave duration tracking; covered family member workflow including 2026 sibling expansion; bone marrow/organ donor eligibility; job protection on return; health insurance continuation; concurrent FMLA/RIPFMLA run; benefit administration coordination with RI DLT.
Read the full Rhode Island tci — 8 weeks paid family leave (eff jan 2026) guide →
05PSL at 18+ employees with universal job-protected unpaid leave at smaller employers
Rhode Island Healthy and Safe Families and Workplaces Act (RIHSFWA) took effect July 1, 2018. The framework provides Rhode Island's state-level paid sick leave mandate. Distinguishes RI from neighboring federal-default state (NH) and aligns RI with surrounding states with PSL frameworks (MA, CT, NY, NJ).
Tiered coverage structure: (1) 18+ employee employers: must provide PAID sick leave. (2) Smaller employers (under 18): must provide UNPAID, job-protected leave. The tiered structure ensures all workers have access to job-protected sick leave — distinguishes RI from threshold-only frameworks where smaller employers have no obligation. The 18-employee threshold for paid leave is structurally distinctive (compare CT 50+, MN tiered, NY tiered, ME 11+, NE 11+).
Accrual rate and cap: 1 hour of leave per 35 hours worked. Slower accrual rate than most state PSL frameworks (which use 1 per 30 — ME ERPA at 1 per 40 is even slower). 40-hour annual cap (5 days). Workers begin accruing from first hour worked.
Permissible uses: (1) Worker's own illness: physical or mental illness, injury, or health condition; need for medical diagnosis, care, or treatment; preventive medical care. (2) Family member's illness: care for family member with health needs (defined family includes spouse, domestic partner, child, parent, grandparent, grandchild, sibling, others). (3) Domestic violence/sexual assault/stalking: absence necessary due to domestic abuse, sexual assault, or stalking situation affecting worker or family member. (4) Public health emergency: closure of worker's place of business or school due to public health emergency.
Anti-retaliation provisions apply: workers cannot be discharged, demoted, denied employment opportunities, or otherwise discriminated against for requesting leave, using leave, or filing complaints about RIHSFWA violations. RI DLT enforces. Notice requirement: employers must provide written notice to workers at time of hire outlining sick leave rights, accrual/use, and anti-retaliation. Documentation: employers may require documentation for absences of 3+ consecutive days (similar to MN ESST, NM HWA frameworks). Multi-state operators with RI workforces should configure: (1) PSL accrual at 1 hour per 35 worked; (2) 18-employee paid threshold determination; (3) unpaid job-protected leave for smaller employers; (4) 40-hour annual cap; (5) hire-time written notice; (6) documentation request workflow for 3+ day absences; (7) anti-retaliation training.
Read the full Rhode Island ri healthy and safe families and workplaces act guide →
06RIGL § 28-5 — anti-discrimination with explicit SO/GI protection
Rhode Island Fair Employment Practices Act (RIFEPA) under RIGL § 28-5 prohibits employment discrimination at the 4+ employee threshold (broader than federal Title VII's 15-employee threshold). Smaller RI employers (4-14 employees) face state-level anti-discrimination obligations that federal Title VII doesn't reach.
Protected categories under RIFEPA: race or color; religion; sex (including pregnancy); sexual orientation; gender identity or expression; physical or mental disability; age (40+); country of ancestral origin; HIV/AIDS status; domestic violence victim status. The category list is broader than federal Title VII, ADEA, ADA, GINA, PWFA combined.
Sexual orientation and gender identity explicitly protected: RI was an early state to expand SO/GI protections in employment law. Federal Bostock v. Clayton County (2020) later extended Title VII's 'sex' protection to cover SO/GI at federal level (for 15+ employee employers). RIFEPA's explicit SO/GI protection applies at 4+ employee threshold — reaching smaller employers federal Bostock-extended coverage doesn't reach.
Enforcement: Rhode Island Commission for Human Rights (RICHR) investigates state-level claims. Workers may file with RICHR within 1 year of alleged discriminatory act (longer than most states' 180-300 day SOLs). Workers may pursue parallel federal claims with EEOC (300-day filing deadline in RI through work-share agreement). Workers may pursue private civil action.
Pay history inquiry ban: RI prohibits employers from asking job applicants about prior compensation history (similar to ME, MA, CT, NY frameworks). Pay transparency: RI pay transparency framework requires employers to disclose pay scale to applicants and employees in certain situations. Multi-state operators expanding to RI should configure: (1) RIFEPA compliance from 4 employees with broader category list; (2) explicit SO/GI protection from 4 employees; (3) pay history inquiry ban training; (4) pay transparency disclosure workflow; (5) federal Title VII/ADA/PWFA coordination at 15 employees; (6) federal ADEA at 20 employees; (7) federal FMLA at 50 employees; (8) parallel state-federal claim coordination workflow with RICHR and EEOC; (9) 1-year RIFEPA SOL.
Read the full Rhode Island ri fair employment practices act (4+ employees) guide →
0713 weeks unpaid family/medical leave at 50+ private/30+ public employers
Rhode Island Parental and Family Medical Leave Act (RIPFMLA) provides up to 13 weeks of unpaid, job-protected leave per 24-month period — distinguishes RIPFMLA from federal FMLA's 12 weeks per 12-month period. Different time periods create distinct leave-balance tracking requirements for multi-state operators.
Coverage threshold: (1) Private sector: 50+ employees (matching federal FMLA's threshold). (2) State of Rhode Island: covered as employer regardless of employee count. (3) Local government: 30+ employees (broader than federal FMLA which has same 50-employee threshold for public employers). RIPFMLA reaches local government workers federal FMLA doesn't reach in smaller jurisdictions.
Eligibility: workers must have worked an average of 30+ hours per week and have been employed continuously for at least 12 months. Lower hours threshold than federal FMLA (which requires 1,250 hours in preceding 12 months). RIPFMLA's hours threshold reaches more part-time workers.
Permissible uses: (1) Worker's own serious illness. (2) Family member's serious illness: worker's parent, spouse, child, mother-in-law, or father-in-law. (3) School activities leave: 10 hours per 12-month period for school conferences or other school-related activities for child. The school activities leave is structurally distinctive — most FMLA-style frameworks don't include school activities leave.
Job protection: upon return from RIPFMLA leave, workers must be restored to original or equivalent positions with equivalent pay, benefits, and other employment terms. Concurrent run with federal FMLA: generally if worker qualifies for more than one, leave under FMLA, RIPFMLA, and TCI runs concurrently (at the same time). RI Whistleblowers' Protection Act: RI has whistleblower protection statute protecting workers reporting violations of laws, rules, or regulations. Anti-retaliation framework provides civil remedies. RI is NOT a right-to-work state: union security agreements (contracts requiring all bargaining unit employees to pay union dues or fees) are permitted under RI state law. Federal NLRA still governs union organizing rights. Distinguishes RI from most southern and central states that are right-to-work. Multi-state operators with RI workforces should configure: (1) RIPFMLA 13-week per 24-month tracking; (2) 30-hour-per-week, 12-month-continuous-employment eligibility; (3) school activities leave (10 hours/12 months); (4) concurrent FMLA/RIPFMLA/TCI run automation; (5) job protection on return; (6) whistleblower protection training; (7) union-active environment readiness for non-RTW state.
Read the full Rhode Island ripfmla + ri whistleblowers' protection act guide →
08RIGL § 28-14 — next-payday final pay; 20-min after 6 hours; multi-factor IC test
Rhode Island's wage payment framework under RIGL § 28-14 includes structured pay frequency and final pay rules. RI DLT Labor Standards Unit enforces wage payment violations.
Final pay: next regular payday following separation. Same rule whether worker resigned or was terminated. Distinguishes RI from aggressive frameworks (NH 72 hours for terminations, NV/MA/CA immediate on discharge, UT 24-hour). Standard next-payday rule provides employer operational flexibility. Wage statements required at every payday showing: hours worked during applicable pay period; any wage deductions; reasons for wage deductions; record of hourly rate of pay (commercial construction workers only). Statements may be digital; workers may authorize paper form.
Meal break: RI requires 20-minute meal break after 6 hours of work; 30-minute meal break after 8 hours. Limited applicability — applies to most private employers. Distinguishes RI from neighboring states' frameworks (NH 30 min after 5 hours, ME 30 min after 6 hours if 3+ on duty, MA 30 min after 6 hours).
Pay frequency: regular paydays required. Wages owed up to 9 days before payday. Workers must be informed of paydays in advance. Direct deposit allowed. Wage deductions (RIGL § 28-14): employers may make deductions for: (1) federal and state taxes; (2) FICA; (3) TDI and TCI contributions; (4) written worker authorization for lawful purposes (charitable donations, voluntary retirement contributions, union dues, health insurance premiums). Cannot reduce wages below minimum wage. Tip-related deductions: employer may deduct credit card processing fees from tips with proper notice (covered separately).
IC classification: RI applies multi-factor common law test (similar to IRS framework). Behavioral control + financial control + relationship type. Workers may be classified as IC if substance of relationship supports IC despite contract designation. Misclassification consequences: unemployment insurance back-contributions plus penalties (RI DLT); workers' compensation premium back-payment plus exposure for any injuries during misclassified period; federal IRS Form SS-8 reclassification with Section 3509 employment tax penalties; potential wage exposure under RI Wage Payment Act and federal FLSA; potential TDI/TCI contribution back-payment. Multi-state operators expanding to RI should configure: (1) next-payday final pay automation; (2) meal break enforcement at 6 and 8 hours; (3) regular paydays with 9-day max lookback; (4) wage deduction authorization workflow; (5) TDI/TCI contribution withholding; (6) IC classification review with misclassification risk assessment; (7) wage statement disclosure with all required elements.
Read the full Rhode Island me final pay + meal/rest breaks + ic test guide →