Rhode Island Labor Laws

Rhode Island Labor Laws (2024 Guide For Employers)

It’s essential for employers and employees working in the state of Rhode Island to have a solid understanding of Rhode Island labor laws.

  • Are you aware of your rights under federal law as a Rhode Island employee?
  • How does Rhode Island regulate time off and vacation pay within a calendar year?
  • Are you familiar with Rhode Island’s occupational safety standards?
  • What are the state’s regulations concerning the rate of pay and workers’ compensation?

The intricacies of labor laws are often difficult to digest, especially for Rhode Island employers and employees.

You should take time to familiarize yourself with Rhode Island’s regulations and employment laws, including those related to collective bargaining agreements, recordkeeping, and workplace safety, ensuring you stay informed and compliant.

This article is for:

  • Rhode Island employers seeking clarity on state-specific regulations such as the state minimum wage and undue hardship provisions.
  • Employees in Rhode Island, whether full-time or non-exempt, looking to understand their rights concerning leave of absence, family medical leave, and whistleblowing protection.
  • Individuals transitioning into the workforce or seeking employment opportunities in Rhode Island.
  • Businesses in Rhode Island facing challenges such as layoffs, unemployment insurance, or compliance with the Family Medical Leave Act (FMLA).

Rhode Island’s labor laws shape the way we work.

Understanding them is vital, whether you’re a seasoned employer or a new hire.

Let us empower you to navigate these laws confidently, ensuring a fair and safe workplace for everyone in this state.

Disclaimer: Despite our best efforts to provide you with accurate information on this topic at the time of writing, we cannot guarantee the accuracy of the content at the time of reading. This blog post is for informational purposes only and should not be considered legal advice. Consult an attorney for specific guidance on Rhode Island labor laws.

Rhode Island Wage Laws

Minimum Wage

The Rhode Island minimum wage is currently $14.00 per hour, exceeding the federal minimum wage.

Rhode Island law mandates regular increases, with the minimum wage set to reach $15.00 by 2025.

Tipped Employees

Employers can pay tipped employees, such as restaurant servers, a lower minimum wage ($3.89 per hour) on the condition that their total income from wages and tips meets or surpasses the standard Rhode Island minimum wage.

Rhode Island Payment Laws

Pay Frequency

In Rhode Island, employers must pay employees at least weekly, biweekly, or semimonthly. More frequent paydays are permissible.

Final Paychecks

If an employee is terminated, Rhode Island law requires the employer to pay all wages earned on or before the next regular payday for the pay period during which the termination occurred.


Employers may only make wage deductions that are authorized by the employee in writing, as required by federal or state law, or that are for the employee’s benefit (e.g., health insurance).

Rhode Island Overtime Laws

Overtime Rate

Rhode Island adheres to the Fair Labor Standards Act (FLSA), mandating overtime pay at a rate of 1.5 times the employee’s regular rate for any hours worked exceeding 40 within a single workweek.


Certain jobs such as salespeople, certain motor vehicle workers, and some agricultural workers may be exempt from overtime pay requirements.

Rhode Island Break Laws

Meal Breaks

Employers in Rhode Island (aside from the health care industry and those employing fewer than three employees at a site during a shift) must grant employees a 20-minute meal break after six hours worked and a 30-minute meal break after eight hours.

Rest Breaks

Rhode Island law does not explicitly mandate rest breaks, though employers are encouraged to offer them for employee well-being.

Rhode Island Leave Requirements

Sick Leave

Since 2018, Rhode Island has mandated paid sick leave. Eligible employees accrue one hour of safe leave for every 35 hours worked, with an annual cap of 40 hours. The law allows the use of sick leave for an employee’s own illness or to care for a family member with a health condition.

Family and Medical Leave

Qualifying employers must provide eligible employees with up to 13 weeks of unpaid leave in a 12-month period for specific reasons in alignment with the federal Family and Medical Leave Act. These reasons include the birth of a child, a serious illness of the employee or immediate family, and certain military exigencies.

Other Leave

Rhode Island law grants leaves for jury duty, military leave, voting, and victims of domestic violence or sexual harassment.

Child Labor Laws In Rhode Island

Rhode Island child labor laws protect minors, establishing restrictions on working hours and permissible occupations.

Age Restrictions

Minors under 14 are generally prohibited from working. 14 and 15-year-olds can work with limitations on hours and job types.

Work Hours

Minors under 16 cannot work before 6:00 a.m. or after 7:00 p.m. during school sessions. 16 and 17-year-olds have additional hour and shift restrictions, especially if school is in session the following day.

Work Permits

For most jobs, minors under 18 require a work permit.

Rhode Island Hiring Laws


State and federal legislation prohibit discrimination based on factors like race, religion, age, disability, national origin, gender identity, sexual orientation, and others.

Background Checks

Employers in Rhode Island are permitted to conduct background checks with limitations.

Rhode Island Termination Laws

At-Will Employment

Rhode Island is an at-will employment state.

This implies that both employers and employees can terminate the employment relationship for any reason or no reason, with certain exceptions (e.g., discrimination, retaliation).

Notice Requirements

No specific law mandates advance notice of termination in Rhode Island.

Severance Pay

Employers are not legally obligated to offer severance pay.

Occupational Safety in Rhode Island

OSHA Compliance

Rhode Island employers are generally subject to the Occupational Safety and Health Act (OSHA), which mandates providing work environments free of recognized hazards that threaten employees’ safety or health.

Rhode Island Department of Labor and Training (DLT)

The DLT’s Division of Occupational Safety enforces workplace safety laws in Rhode Island, conducting inspections and investigating workplace accidents and injuries.

Workers’ Compensation

Rhode Island mandates workers’ compensation insurance for most employers.

This insurance covers medical expenses and lost wages for employees who experience work-related injuries or illnesses.

Important to Note

It’s crucial to understand that labor laws are subject to changes and exceptions. It’s essential to consult the following resources for the most accurate and up-to-date information:

Rhode Island Department of Labor and Training (DLT) provides a wealth of information on RI labor laws, including posters, fact sheets, and interpretations.

The U.S. Department of Labor offers comprehensive details on federal labor laws.

Disclaimer: Not Legal Advice

This blog post provides a general overview of Rhode Island labor laws but does not constitute legal advice. Laws and regulations are subject to change, and there may be additional requirements or exemptions that apply to specific situations. Employers and employees should consult a qualified labor law attorney for advice on their specific circumstances.

If you have any questions about your rights or obligations as an employer or employee in Rhode Island, it is essential to consult with a labor law attorney to receive accurate information and guidance tailored to your situation. By seeking professional legal advice, you can ensure that you are taking the appropriate steps to comply with labor laws and protect your rights.

US States

Need Help With Payroll?
Taxes filed for you, automatically.

Let Buddy Punch handle your payroll

Run payroll, pay employees & contractors, all in a few clicks.

Quickly pay your team, no matter where they are,