Minimum Wage & Overtime FEDERAL FLSA
Wyoming does not have its own minimum wage law that covers most workers. For most jobs in Wyoming, the federal minimum wage of $7.25 per hour applies. Your employer must pay you at least $7.25 for every hour you work. If you earn tips, your job is allowed to pay you as little as $2.13 per hour, but your tips and wages combined must always add up to at least $7.25. If they fall short, your employer is generally required to make up the difference.
Wyoming also has no state overtime law for most private-sector workers. The federal Fair Labor Standards Act (FLSA) controls. Under the FLSA, if you work more than 40 hours in a week, your employer is generally required to pay you 1.5 times your regular rate for those extra hours. At minimum wage, that overtime rate comes to $10.88 per hour. There are no daily overtime requirements. A salary does not automatically mean you are not owed overtime. Many salaried workers in Wyoming still qualify, depending on their pay and job duties.
Break Rules NO STATE LAW
Wyoming does not require employers to give workers meal breaks or rest breaks. There is no state law on this. Whether you get a break is generally up to your employer's policy.
Even so, federal rules still apply when breaks are given. If your employer provides a short break — generally 20 minutes or less — that time must be paid. Longer breaks of 30 minutes or more can be unpaid, but only if you are fully relieved of all work duties. If your employer expects you to keep working, answer questions, or stay available during that time, the break should be paid. Many employers fail to follow this rule, and the unpaid time can add up quickly.
Misclassification & Exemptions COMMON VIOLATION
Being called an independent contractor does not mean the law sees you that way. The FLSA looks at how you actually work and not what your contract says. If your employer sets your schedule, controls how you do your job, and your work is a key part of their business, you may be an employee under the law. That would mean you are likely owed minimum wage and overtime, even if you were paid as a contractor.
The same issue comes up with salaried workers. Having the title of manager or supervisor is not enough on its own to take away your right to overtime. Under the FLSA, two things must both be true: your salary must meet a minimum level, and your actual job duties must meet a specific legal test. If your day-to-day work is routine and closely supervised, you may still qualify for overtime, regardless of your title. Workers who were wrongly denied overtime may be able to recover back wages for up to two years, or three years if the violation was willful.
Filing a Claim ACT NOW
If you think you are owed unpaid wages, you generally have two years to file a claim. That window may extend to three years if your employer willfully broke the law. The deadline runs from each paycheck where wages were short, not from your last day of work. Every week that passes can cost you recoverable wages.
Your employer cannot legally fire you, cut your hours, or take any adverse action against you for making a wage complaint. That retaliation is a separate violation of federal law.
The information on this page is for general informational purposes only and does not constitute legal advice. Labor laws change, and the specific facts of your situation may affect how the law applies to you. Rates, thresholds, and deadlines referenced here reflect the law as sourced and may have been updated since publication. Always verify current requirements with a qualified employment attorney before taking action.
Think You May Be Owed Back Wages?
Josephson Dunlap reviews wage claims for Wyoming workers at no cost. There is no fee unless wages are recovered. A case manager will go through your situation and tell you where you stand.