Oklahoma Overtime Laws 2026

Oklahoma sits among many states that continue to follow the federal Fair Labor Standards Act (FLSA) for overtime pay in 2025 and does not have its own specific legislation. The state was scheduled to witness a planned increase to the salary threshold for overtime exemptions, however, it was blocked by the federal court, reverting it tothe  2019 level. 

The table below highlights all the key updates that impact overtime and wages in Oklahoma for 2025:

Overview of Oklahoma Overtime Laws 2026

Since the state of Oklahoma is governed by the federal FLSA, all employers must adhere to its rules to provide overtime pay to all non-exempt employees at the rate of 1.5 times their regular wage rate for all hours worked beyond 40 per week. 

The state does not impose any rules that give greater protections than the federal baseline mentioned above. Additionally, Oklahoma has no requirements for daily overtime, nor are there any special provisions for work done on holidays and weekends. 

Summary:

• Overtime rate: 1.5X the employee’s regular hourly rate.
• Weekly overtime: Applies after 40 hours in a workweek.
• Daily overtime: No state-specific rules. Daily hours don’t trigger overtime purely because of day length.
• Exemptions: Those exempt under the federal Fair Labor Standards Act (executive, administrative, professional, outside sales) apply.
• Recordkeeping: Employers must track hours and pay accordingly to all employees.

Eligibility for Overtime in Oklahoma

The state of Oklahoma classifies its workforce into two categories, exempt and non-exempt, as per FLSA. 

• Non-Exempt Employees: Oklahoma’s non-exempt employees include hourly workers, piece-rate employees, and salaried workers earning below $684 weekly who do not meet the exempt duties tests. They are entitled to overtime pay at 1.5 times their regular rate for hours over 40 per workweek.
• Exempt Employees: Employees meeting both the $684 weekly salary threshold and duties test are exempt. This includes executive employees managing departments with hiring/firing authority, administrative employees exercising independent judgment, professionals with relevant degrees in specialized fields, and computer professionals earning at least $684 weekly or $27.63 hourly.
• Others/Special Cases: Highly compensated employees earning $107,432+ annually performing management work and outside salespersons qualify for exemption. Oklahoma follows federal FLSA standards; the November 2024 court ruling maintains the $684 weekly threshold. Private employers cannot offer comp time instead of overtime pay.

Federal vs. Oklahoma Overtime Rules

Federal regulations govern Oklahoma’s overtime rules, and hence, all individuals are paid overtime basis under the federal FLSA. For instance, Anton works 45 hours a week at $20/hour.

According to both federal and Oklahoma’s law, he will earn a regular pay for 40 hours ($800) and an overtime pay for the additional 5 hours worked at 1.5X his rate ($150), making his weekly total $950.

The table below illustrates this complete alignment. 

Exemptions in Oklahoma

The state of Oklahoma strictly adheres to the federal laws and derives the exemption definition directly from FLSA. 

• Executive Employees: Those who primarily manage a business, handle one or more departments, give work-related directions, and have the authority to hire/fire employees. 
• Administrative Employees: Those who primarily perform duties such as non-manual work directly related to management, take care of general business operations, and require the exercise of discretion and independent judgment.
• Professional Employees: Individuals whose work requires advanced knowledge in a field of science, learning, innovation, etc. 
• Outside Salespersons: People who make sales or take orders outside the premises of their employer 
• IT Employees: Certain skilled IT professionals who perform specific IT-related duties and meet the compensation requirements.

Besides these, some sectors such as agriculture, the fire department, police, and seasonal workers may also fall in the exempt category. 

Employer Obligations and Employee Rights

Employers in Oklahoma must follow both state and federal labor laws to ensure fair practices and timely wage payments.

• Timely Payment: Employers must ensure to pay all wages on time, or as established in the employment contract.
• Recordkeeping: Employers must maintain accurate records of all hours worked and wages paid for each non-exempt employee.
• Workplace Protections: Employers must provide a safe working environment to all employees according to OSHA standards and follow all anti-discrimination laws.
• Penalties: Employers who violate overtime laws and fail to pay the wages can be held liable for unpaid wages, damages, and other legal costs.