The Idaho Labor Law Guide

Minimum wage is the lowest hourly rate an employer can legally pay. The federal rate is the baseline, and states, cities, and regions can adopt their own. Idaho's current minimum wage is $7.25 per hour for most employees.

Idaho adopts the federal minimum wage rate by statute, so the state rate generally mirrors the federal rate. Local jurisdictions in Idaho do not set their own higher minimum wage rates.

The tipped minimum wage is the lowest hourly rate an employer must pay workers who earn a significant portion of their income through tips. The current rate is $3.35 per hour for most tipped employees.

Employers may take a tip credit of $3.90 per hour, the difference between $7.25 and $3.35. If an employee's tips plus the $3.35 cash wage do not reach at least the full minimum wage of $7.25 per hour, the employer must pay the difference.

Idaho does not have its own overtime laws. Employers must follow the federal Fair Labor Standards Act (FLSA), which requires non-exempt employees to receive paid time and a half (1.5 times) their regular rate for every hour worked over 40 in a workweek.

Idaho wage and hour law does not require employers to provide meal or rest breaks. The federal FLSA does not require them either.

If an employer chooses to provide breaks, it must comply with federal pay rules:

• Rest breaks (5-20 minutes): must be paid and count as time worked.
• Meal periods (30 or more minutes): may be unpaid if the employee is completely relieved of all duties.

Vacation leave

Idaho law does not require employers to provide paid or unpaid vacation leave. Employers may offer it at their discretion based on company policy.

Paid sick leave

Idaho law does not require employers to provide paid or unpaid sick leave.

Holidays

Idaho law does not require private employers to provide paid or unpaid holiday leave. Employers can require employees to work on holidays without premium pay unless otherwise agreed in a contract.

General overview

Idaho child labor laws (Title 44, Chapter 13) are generally less restrictive than federal law. However, most Idaho employers are covered by the Fair Labor Standards Act (FLSA) and must follow the stricter federal standards, especially for minors aged 14-15.

Minors under 14

Prohibited work: minors under 14 may not be employed in or around mines, factories, workshops, mercantile establishments (stores), restaurants, hotels, laundries, apartment houses, telephone or telegraph offices, or in delivering merchandise or messages (Idaho Code section 44-1301).

Permitted work is limited to narrowly defined exceptions such as:

• Casual domestic labor
• Certain non-hazardous agricultural work
• Newspaper delivery
• Limited family business roles

Time restrictions: minors under 14 may not work before 6:00 a.m., after 9:00 p.m., or during hours when public schools are in session.

Minors aged 14-15

Federal standards (FLSA, which applies to most employers):

• School days: max 3 hours per day.
• School weeks: max 18 hours per week.
• Non-school days: max 8 hours per day.
• Non-school weeks: max 40 hours per week.
• Permitted work hours: 7:00 a.m. to 7:00 p.m., extended to 9:00 p.m. from June 1 through Labor Day.
• No work permitted during public school hours.

Idaho state standards (if the FLSA does not apply):

• Max 9 hours per day.
• Max 54 hours per week.
• Permitted work hours: 6:00 a.m. to 9:00 p.m. (Idaho Code section 44-1304).

School attendance rule: minors under 16 may not be employed during public school hours unless they can read and write legibly in English and meet certain educational qualifications (Idaho Code section 44-1302).

Minors aged 16-17

• No state or federal limits on the number of hours or times of day they may work.
• May not be employed in any hazardous occupations as defined by the U.S. Department of Labor (for example, roofing, excavation, power-driven machinery).

Work permits and age verification

• Idaho does not require a formal work permit system, but employers must verify the age of all minors they hire.
• Acceptable documents include a birth certificate, driver's license, school record, or other official ID.
• Employers must retain proof of age documentation to demonstrate compliance with federal and state child labor laws.