Overtime Laws in Wyoming

In 2026, Wyoming’s overtime rules for businesses remain consistent with the federal Fair Labor Standards Act (FLSA), with no new state-level changes.
Wyoming’s state minimum wage is $5.15/hour (one of the lowest in the nation), but employers covered by the FLSA must comply with the higher federal minimum of $7.25/hour. Most employers in Wyoming are subject to federal FLSA requirements.

A federal court in Texas on November 15, 2024, struck down the Biden administration’s overtime exemption rule, reverting the salary threshold to $684 per week ($35,568 annually) instead of the planned increases to $844/week (July 2024) and $1,128/week (January 2026).

The table below shows key updates impacting overtime and wages in Wyoming in 2026:

Overview of Wyoming Overtime Laws 2026

As of January 1, 2026, the state of Wyoming does not have its own state-specific overtime laws. Instead, it follows the federal FLSA. It mandates employers to pay overtime wages to all non-exempt employees for each hour they work above the standard 40 hours in a week. They must be compensated at the rate of 1.5X their regular wage rate.  

A key exception to this rule applies to public sector projects. Under Wyoming law, workers and mechanics employed on state or local government-funded projects must receive overtime for all hours worked beyond 8 in a single day or 40 in a week. For all other private-sector employees, the 40-hour weekly threshold rule applies.

Eligibility for Overtime in Wyoming

In Wyoming, eligibility for overtime pay is determined by an employee’s classification as exempt or non-exempt, defined under the FLSA.

• Non-Exempt Employees: People who either receive hourly wages or a fixed salary that is less than the federal minimum threshold. They are eligible to receive overtime pay for all hours worked beyond the standard 40 hours per week. 
• Exempt Employees: Individuals who meet both a salary and duties test. As of 2026, they must earn a fixed salary of at least $684 per week and perform job duties such as managing a business, administrative work, or providing professional services.

Please note that job titles alone do not determine exempt status.

Federal vs. Wyoming Overtime Rules

Since Wyoming mirror federal FLSA standards, overtime applies only after 40 hours of work in a workweek. This means, if Maria works 45 hours at $20/hour, she earns $800 for 40 hours and $150 as overtime pay, totaling her earnings to $950.

Unlike Alaska or California which have daily overtime laws, Wyoming does not mandate employers to pay extra to their employees for working more than 8 hours in a day.

The table below shows federal vs state overtime rules. 

Exemptions in Wyoming

Wyoming follows the federal FLSA definition and classifies the following as exempt.

• Executive Employees: Individuals who manage others, supervise at least two full-time employees, have authority in hiring/firing decisions, and earn at least $684 weekly ($35,568 annually) qualify as exempt.
  
• Administrative Employees: Workers who perform office/non-manual work directly related to business operations, exercise independent judgment, and earn the federal minimum salary threshold are classified as exempt.
  
• Professional Employees: Individuals whose duties require advanced knowledge in specialized fields (law, medicine, accounting, engineering), possess relevant degrees/licenses, and meet salary requirements are exempt from overtime.
• Outside Salespersons: Employees who sell goods/services away from the employer’s premises and spend significant time on sales activities qualify for the outside sales exemption.
  
• Agricultural Workers: Employees engaged in farming, crop production, livestock management, and related agricultural activities are exempt from Wyoming overtime requirements.
  
• Seasonal Establishment Employees: Workers employed at seasonal establishments such as amusement parks, recreational centers, ski resorts, and similar venues operating less than the full year are exempt from overtime pay.

Employer Obligations and Employee Rights

In Wyoming, all employers are required to comply with state and federal laws to ensure fair pay and protect employee rights.

• Timely Payment: Regularly pay employee wages on established paydays. If an employee is fired or quits the company, employers must clear their full and final dues by the next regular payday.
• Recordkeeping: Maintain accurate records of all hours worked and wages paid to all non-exempt employees, as per the FLSA rules.
• Workplace Protections: Wyoming is a right-to-work state, and no employee can be forced to join a union as a condition of employment.
• Penalties: Violation of state/federal rules can result in back pay, liquidated damages, and legal fees.