Overtime Laws in Idaho

Idaho is among many U.S. states that continue to mirror the federal Fair Labor Standards Act (FLSA), especially regarding overtime pay. The state has not enacted any additional overtime requirements and keeps the rules as simple as possible for both employers and employees to understand. 

For Idaho, a notable update that everyone must know is the federal court decision ruled in late 2024, which blocked the proposed increase to the overtime salary threshold. As a result, the exemption threshold remains at the 2019 level of $684 per week or $35,568 per year.

Overview of Idaho Overtime Laws 2026

Since the state of Idaho doesn’t have any state-specific overtime law, all employers are required to adhere to the federal FLSA guidelines. 

It mandates that employers must pay overtime to all non-exempt employees at a rate of 1.5X their regular wage rate for all hours worked beyond 40 per week. Moreover, the state does not impose any additional protections, such as daily overtime pay or premium pay for working on the weekends or holidays. All overtime calculations are based strictly on the 40-hour weekly threshold as mentioned in the federal law.

Key points:

• Overtime rate: 1.5X the employee’s regular hourly rate.
• Weekly overtime: Applies after 40 hours in a workweek.
• Daily overtime: No requirement for daily overtime under state law.
• Exemptions: Executive, administrative, professional, and certain computer or outside sales employees are exempt under FLSA guidelines.
• Recordkeeping: Employers must maintain accurate records of hours worked and wages paid.

The table below shows key updates impacting overtime and wages in Idaho in 2025:

Eligibility for Overtime in Idaho

Idaho classifies its workforce into two primary categories, exempt and non-exempt employees. 

• Non-exempt employees: Those individuals who either work on an hourly basis or draw a salary that’s less than the state/federal minimum salary threshold. Such employees are legally entitled to receive overtime pay. 
• Exempt employee: Those who meet both a salary and duties test. As of 2025, they must earn a salary of at least $684 per week and perform job duties that are primarily executive, administrative, or professional in nature.

Federal vs. Idaho Overtime Rules

Idaho’s overtime regulations are nearly in sync with the federal FLSA. Let’s suppose Merry works for 45 hours a week at $20/hour. Under federal law, she earns a regular pay for 40 hours ($800) and overtime pay for 5 hours at 1.5X her rate ($150), totaling her weekly pay to $950. Under Idaho’s laws, the same rule applies.

The table below illustrates this alignment.

Exemptions in Idaho

Idaho follows the federal FLSA definitions to classify employees as exempt from overtime. The main exemptions are as follows:

• Executive Employees: Those individuals who primarily manage businesses, one or more departments, regularly direct the work of more than two other employees, and have the authority to hire/fire employees.
• Administrative Employees: Individuals whose primary duties involve office or non-manual work that directly relates to business operations and require the use of discretion and independent judgment.
• Professional Employees: Individuals whose work requires advanced knowledge in specialized fields such as law, medicine, science, innovation, or who are creative in nature.
• Agricultural Workers: Those engaged in traditional farming work.
• Seasonal Employees: Workers working at certain seasonal amusement or recreational establishments, which operate for fewer than seven months a year or meet other specific criteria.

Employer Obligations and Employee Rights

In Idaho, all employers must comply with state/federal laws to ensure fair pay and protect employee rights.

• Timely Payment: Make timely payments to all employees on regularly established paydays.
• Recordkeeping: Maintain accurate records of hours worked and wage payments to all non-exempt employees.
• Workplace Protections: provide a safe working environment in accordance with OSHA standards and follow all anti-discrimination laws.
• Penalties: Violating overtime laws can lead to back pay, liquidated damages, and legal fees.