Rhode Island Employment Law — full calculator

Frequently Asked Questions

• Does Rhode Island require Sunday premium pay?

  Yes. Rhode Island mandates time-and-a-half (1.5×) for work on Sundays and state holidays for most non-retail employers — a requirement the federal FLSA does not impose. Retail employers follow a different calculation where Sunday/holiday hours count toward the 40-hour overtime threshold instead of receiving a separate premium (as of 2026, RIGL §25-3 / 260-RICR-30-05-2).

• What are Rhode Island's weekly overtime rules?

  Rhode Island follows the federal FLSA 40-hour-per-week threshold: employees earn 1.5× their regular rate for hours worked beyond 40 in a workweek. There is no daily overtime trigger (unlike California). However, Rhode Island also requires Sunday and holiday premium pay at 1.5×, which is an additional obligation beyond the federal floor.

• When must a Rhode Island employer issue a final paycheck?

  Rhode Island requires employers to pay all final wages on the next regular payday after separation — whether the employee was fired, laid off, or resigned. The same rule applies in both cases. If the employer is closing, merging, or relocating out of state, final wages are due within 24 hours of the employee's last day (RIGL §28-14-4, as of 2026).

• What penalty applies for a late final paycheck in Rhode Island?

  A violation of Rhode Island's wage payment laws can result in a fine of $400 per violation for a first or second offense, with additional penalties for subsequent violations (RIGL §28-14-20, as of 2026). Employees may also file a wage complaint with the RI Department of Labor and Training.

• Are non-compete agreements enforceable in Rhode Island?

  Non-competes are enforceable in Rhode Island only for qualifying employees. The Noncompetition Agreement Act (RIGL §28-59) exempts: employees earning less than $39,900/year (250% of federal poverty level, 2026 threshold), FLSA non-exempt workers, employees under 18, and enrolled undergraduate or graduate students. Courts may also modify overly broad agreements rather than void them.

• What is Rhode Island's 2026 non-compete salary threshold?

  The 2026 low-wage threshold is $39,900 per year (250% of the federal poverty level, updated annually). Employees with annual earnings below this amount cannot be bound by a non-compete agreement in Rhode Island, even if they signed one.

• Does Rhode Island require meal breaks?

  Yes. Rhode Island requires a 20-minute meal break for shifts of 6 or more hours, and a 30-minute meal break for shifts of 8 or more hours. The federal FLSA imposes no such requirement. Exemptions include healthcare facilities, employers with fewer than 3 employees, agriculture, maritime, restaurants, hotels, and certain professional employees (RIGL §28-3-14, as of 2026).

• Does Rhode Island have a paid sick leave law?

  Yes. The Rhode Island Healthy and Safe Families and Workplaces Act (RIGL §28-57) requires employees to accrue 1 hour of sick leave for every 35 hours worked, up to 40 hours per year. Employers with 18 or more employees must provide paid leave; employers with fewer than 18 employees must provide unpaid leave. Unused hours carry over year to year (as of 2026).

• What is Rhode Island's minimum wage in 2026?

  Rhode Island's minimum wage is $16.00 per hour effective January 1, 2026 — more than double the federal $7.25 floor. The rate is scheduled to increase to $17.00 per hour on January 1, 2027 (RIGL §28-12-3).

• What is the tipped minimum wage in Rhode Island for 2026?

  Tipped employees in Rhode Island may be paid a cash wage of $3.89 per hour in 2026, provided that their cash wage plus tips equals at least the full $16.00/hr minimum wage. If the combined total falls short, the employer must make up the difference — no employee can net below the minimum wage.