State Labor Law Guide

Oklahoma
Labor Laws

What workers in Oklahoma need to know about minimum wage, overtime, breaks, and their rights when an employer has not paid them fairly.

OK OKLAHOMA
$7.25
Minimum Wage
$10.88
Overtime Rate
No
Mandated Breaks
2 Years
Claim Deadline
FLSA
Governing Law

Minimum Wage $7.25 / HR

Oklahoma adopts the federal rate for minimum wage. The minimum wage in Oklahoma is $7.25, and it has not changed since 2009. In June 2026, voters rejected State Question 832, which would have raised the rate to $15 by 2029, so $7.25 remains in effect.

Tipped employees may be paid a lower base wage, but only if those tips bring the total hourly rate up to $7.25. When they do not, the employer is required to make up the difference. Oklahoma law also prevents cities and counties from setting their own higher minimum wage, so the rate is the same statewide.

Coverage note: The $7.25 rate applies to employers with at least 10 full-time employees or more than $100,000 in annual gross sales. Oklahoma has an old $2.00 rate on the books that applies only to the narrow set of employers falling outside both that threshold and federal FLSA coverage.

Overtime Laws 1.5X RATE

Oklahoma has no state overtime statute of its own. The FLSA is the only law that applies, and it requires one and a half times the regular rate for all hours worked over 40 in a workweek. At the minimum wage, that comes to $10.88 per hour.

Overtime is calculated on a weekly basis. Working long hours on a single day does not trigger overtime unless total hours for the entire week exceed 40. The workweek can be any fixed recurring period of seven consecutive days.

Exempt employees, those classified as executive, administrative, or professional under the FLSA are not entitled to overtime. That classification depends on actual job duties and salary level, not job title alone.

Meal & Rest Breaks No mandated breaks

Most states, including Oklahoma, follow the FLSA which does not mandate breaks for adults. Oklahoma does require rest periods for minors under 16, but adult workers have no state-guaranteed right to a meal or rest break.

When an employer does provide a short break of 20 minutes or less, federal law generally requires that time to be paid. A meal period of 30 minutes or more is typically unpaid, provided the employee is fully relieved of duties for the entire period.

Note: If you are required to work through a meal break, or are not fully relieved of your duties during it, that time is generally considered hours worked and must be paid.

Filing a Claim 2 YEARS WINDOW

Oklahoma workers have a two-year time limit to file claims for unpaid overtime and minimum wage violations under the FLSA. When an employer's violation was willful, meaning they knew or it was done on purpose, that limit extends to three years. Workers can also file a wage claim with the Oklahoma Department of Labor's Wage and Hour Division, or bring a lawsuit directly.

Important: The clock for the time limit starts from the date the wages should have been paid, not the date the worker discovered the violation. Waiting too long can mean that your case is no longer valid, or that the amount of money you're able to recover gets smaller as time goes by.

Final Paychecks NEXT PAYDAY

When employment ends in Oklahoma, whether the worker quits or is let go, the employer must pay all wages in full at the next regular designated payday for the pay period in which the work was performed.

Oklahoma also requires that most employees be paid at least twice a month on regular scheduled paydays. Under state law, wages include more than just hourly pay: commissions, overtime, bonuses, severance, and promised holiday or vacation pay all count.

Penalty for withholding: When an employer willfully withholds wages and there is no honest dispute over whether they are owed, Oklahoma law adds liquidated damages of two percent of the unpaid wages for each day the wages go unpaid, up to the total amount owed.

Employee Misclassification COMMON VIOLATION

Some Oklahoma employers label workers as independent contractors or exempt employees to avoid paying overtime. What your job says alone does not determine the legal classification. What matters is the actual working relationship and the day-to-day duties of the job.

This article is provided for informational and educational purposes only and does not constitute legal advice. Reading this content does not create an attorney-client relationship with Josephson Dunlap LLP. Wage and hour laws vary by state, and the application of these laws depends on the specific facts of each situation. The figures and information cited above are current as of the date of publication and are subject to change. Prior results in other matters do not guarantee or predict a similar outcome in any future matter. If you believe your wages were not paid correctly, consult a qualified, licensed employment attorney.

Could You Be Owed Back Wages?

Josephson Dunlap reviews wage claims for Oklahoma 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.