Wyoming has no state overtime law; federal FLSA applies.
In Wyoming, overtime compensation is governed exclusively by the federal Fair Labor Standards Act (FLSA). There is no state statute requiring overtime pay, nor does the state Department of Workforce Services (DWS) enforce a parallel state overtime rule. Employers must pay 1.5 times the regular rate of pay for all hours worked over 40 in a workweek, consistent with federal guidelines.
WY Overtime — Federal FLSA Only
Federal FLSA applies; no state overtime law. Wyoming DWS directs all overtime inquiries to the U.S. DOL.
What those rules do as a Wyoming shift is created.
Because Wyoming defers entirely to federal law for overtime, the system simply applies FLSA standards. This means that for any non-exempt employee, hours exceeding 40 in a defined workweek are automatically flagged for time-and-a-half pay.
No State Overtime Calculation
Teambridge's Wyoming engine does not attempt to calculate or apply a separate state overtime rule because none exists. This simplifies compliance by avoiding potential conflicts or additional state-specific thresholds.
Federal FLSA Application
For all non-exempt employees in Wyoming, Teambridge automatically applies the federal FLSA overtime rule: 1.5 times the regular rate of pay for all hours worked over 40 in a single workweek.
Exemption Thresholds
The system adheres to the federal salary threshold for FLSA white-collar exemptions, currently $684 per week. Employees earning less than this amount, regardless of duties, are generally considered non-exempt and eligible for overtime.
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Wyoming defers to federal law for overtime compensation.
Wyoming statutes do not contain specific provisions for overtime pay. Instead, the Wyoming Department of Workforce Services (DWS) explicitly directs employers and employees to refer to the federal Fair Labor Standards Act (FLSA) for all matters related to overtime compensation. This means that federal definitions of a workweek, regular rate of pay, and exemptions apply uniformly across the state.
W.S. § 27-4-202(b) Minimum wages; overtime compensation: "Except as provided in W.S. 27-4-203, no employer shall employ any of his employees for a workweek longer than forty (40) hours unless such employee receives compensation for his employment in excess of the hours above specified at a rate not less than one and one-half (1 1/2) times the regular rate at which he is employed."
Note: This Wyoming statute sets a minimum wage, but the overtime provision is effectively superseded by federal FLSA for most employers due to the higher federal minimum wage and broader coverage. The Wyoming DWS clarifies that FLSA is the primary authority for overtime.
Federal FLSA Overtime Standards
Under the FLSA, non-exempt employees must receive overtime pay for hours worked over 40 in a workweek at a rate not less than one and one-half times their regular rate of pay. The "regular rate" includes all remuneration for employment paid to, or on behalf of, an employee, with certain exceptions. Common types of payments that must be included in the regular rate include non-discretionary bonuses, shift differentials, and commissions.
The FLSA also defines several exemptions from both minimum wage and overtime pay, often referred to as "white-collar" exemptions. To qualify for these exemptions (executive, administrative, professional, outside sales, and computer employees), employees must generally meet specific duties tests and be paid on a salary basis at not less than a specified minimum amount. As of 2026, the federal salary threshold for these exemptions is $684 per week ($35,568 annually).
Wyoming Department of Workforce Services Guidance
The Wyoming Department of Workforce Services (DWS) Wage & Hour Division explicitly states that it does not enforce state overtime laws because none exist. Instead, the DWS directs individuals with questions or complaints regarding overtime to contact the U.S. Department of Labor (DOL) Wage and Hour Division. This clear directive underscores Wyoming's reliance on federal standards for overtime compensation, eliminating any parallel state enforcement track for this specific wage and hour component.
Teambridge handles Wyoming overtime by consistently applying federal FLSA.
Teambridge's compliance engine is pre-configured to apply federal FLSA standards for overtime in Wyoming. This means you don't need to track separate state-specific rules or thresholds, reducing the risk of errors and ensuring consistent adherence to federal law.
Automatic 40-Hour Threshold
Teambridge automatically tracks all hours worked for non-exempt employees in Wyoming. Any hours exceeding 40 in a defined workweek are flagged for 1.5x regular pay, aligning with federal FLSA requirements.
Accurate "Regular Rate"
The platform accurately calculates the "regular rate of pay" for overtime purposes, incorporating all non-discretionary payments like bonuses or shift differentials, ensuring federal compliance for complex pay structures.
Federal Exemption Adherence
Teambridge helps manage FLSA white-collar exemptions, ensuring employees meet both the federal salary threshold ($684/week) and the duties tests before being classified as exempt from overtime.
Clear Compliance Records
All overtime calculations and payments are meticulously recorded, providing a comprehensive audit trail that demonstrates full compliance with federal FLSA requirements, should an inquiry arise from the U.S. DOL.
People also ask.
Does Wyoming have its own state overtime law?
No, Wyoming does not have a state-specific overtime law. Overtime compensation for employees in Wyoming is governed exclusively by the federal Fair Labor Standards Act (FLSA).
What is the overtime rate in Wyoming?
Because federal FLSA applies, the overtime rate in Wyoming is 1.5 times an employee's regular rate of pay for all hours worked over 40 in a workweek.
Who enforces overtime laws in Wyoming?
The Wyoming Department of Workforce Services (DWS) does not enforce state overtime laws. All inquiries and complaints regarding overtime in Wyoming are directed to the U.S. Department of Labor (DOL) Wage and Hour Division, which enforces the FLSA.
What is the salary threshold for overtime exemption in Wyoming?
Wyoming follows the federal FLSA salary threshold for white-collar exemptions. As of 2026, this threshold is $684 per week ($35,568 annually). Employees earning below this amount, and who are not otherwise exempt, are generally eligible for overtime.
Do Wyoming's wage and hour laws differ significantly from federal FLSA?
For overtime, Wyoming defers entirely to the FLSA. While Wyoming has its own minimum wage statute (W.S. § 27-4-202), the federal minimum wage of $7.25 typically applies to FLSA-covered employers as it is higher than the state's $5.15. Therefore, for most employers, federal standards largely dictate wage and hour compliance in Wyoming.
Are there any state-specific overtime exceptions in Wyoming?
Since Wyoming relies solely on the FLSA for overtime, any exceptions are those defined by federal law. These include exemptions for certain executive, administrative, professional, outside sales, and computer employees, provided they meet specific salary and duties tests.