If your business operates in both Washington and Idaho, understanding the differences in state labor laws is crucial to ensuring compliance and avoiding costly violations. While federal labor laws set the baseline, Washington and Idaho have different requirements when it comes to work hours, overtime, and breaks. Here’s what you need to know to stay compliant in each state.
Work Hours: No State-Imposed Limits
Neither Washington nor Idaho restricts the number of hours an adult employee can work per day or per week, except in specific industries such as healthcare and transportation. However, if you employ minors, you need to be aware of state-specific restrictions:
- Washington: Limits work hours for employees under 18, especially during school weeks.
- Idaho: Follows federal child labor laws with fewer restrictions than Washington.
Overtime Laws: Washington’s Stricter Rules
Both states follow the Fair Labor Standards Act (FLSA), which requires non-exempt employees to be paid 1.5 times their regular hourly rate for hours worked over 40 per week. However, Washington has additional requirements that Idaho does not:
- Washington:
- Some industries, such as agriculture, have state-specific overtime laws.
- To classify an employee as exempt from overtime, Washington employers must meet a higher salary threshold than federal law requires. This threshold increases annually, so staying updated is crucial.
- Idaho:
- No additional state overtime laws—Idaho employers only need to comply with federal FLSA standards.
Key Employer Takeaway: If you operate in Washington, ensure your salaried employees meet the state’s ever-increasing salary threshold for overtime exemption. If they don’t, you must pay them overtime for hours worked over 40 per week.
Meal and Rest Breaks: Mandatory in Washington, Optional in Idaho
One of the biggest differences between the two states is break requirements.
- Washington:
- Meal Breaks: You must provide employees a 30-minute unpaid meal break for shifts longer than five hours.
- Rest Breaks: Employees must receive a paid 10-minute rest break for every four hours worked. These breaks should be scheduled near the middle of the work period.
- Idaho:
- No state law requires meal or rest breaks. However, under federal law, if an Idaho employer voluntarily provides short breaks (5–20 minutes), those breaks must be paid.
Key Employer Takeaway: Washington employers must ensure proper scheduling of both meal and rest breaks, while Idaho employers have more flexibility.
Ensuring Compliance Across State Lines
If you have employees in both Washington and Idaho, you should:
✔ Review pay structures to ensure compliance with Washington’s overtime-exempt salary threshold.
✔ Schedule rest and meal breaks in accordance with Washington law if you operate there.
✔ Audit overtime policies to ensure you’re following the correct state requirements.
✔ Train managers on these differences so they don’t mistakenly apply Idaho’s more relaxed rules in Washington.
Need Help Navigating Multi-State Compliance?
Labor laws are constantly evolving, and non-compliance can lead to serious legal and financial consequences. If you need help reviewing your policies or ensuring compliance across state lines, Skepsis Legal Solutions PLLC is here to help. Our team provides clear, strategic guidance tailored to your business needs. Contact us today to schedule a consultation and protect your business.
Disclaimer: Employment laws change frequently, and this article is for informational purposes only. It does not constitute legal advice. Employers should always consult with an attorney to ensure compliance with current laws and regulations.
