The wage, hour, break, and scheduling rules that apply when you employ people in South Carolina.
Last updated · September 28, 2026
Minimum wage is the lowest hourly rate an employer can legally pay. The federal rate is a baseline, and states, cities, and regions can set their own.
South Carolina follows the federal minimum wage, which is currently $7.25 per hour. State law (S.C. Code § 6-1-130) prohibits cities and counties from setting a minimum wage above the federal rate, so the $7.25 rate applies statewide.
A tipped minimum wage is the lowest hourly rate an employer can pay workers who earn a significant share of their income from tips.
South Carolina follows federal law (the FLSA), which sets a minimum cash wage of $2.13 for tipped employees. Employers may claim a tip credit of up to $5.12 per hour if the employee's tips plus cash wage equal the $7.25 minimum wage.
South Carolina has no overtime law of its own. Employers must follow the federal FLSA, which requires non-exempt employees to be paid time and a half for every hour worked over 40 in a workweek.
South Carolina wage and hour laws generally do not require employers to provide a meal period or rest breaks, so the federal rule applies.
The federal rule does not require a meal period or breaks. If an employer chooses to offer them, breaks (usually less than 20 minutes) must be paid. Meal or lunch periods (usually 30 minutes or more) do not have to be paid, as long as the employee is completely relieved of all duties and free to do as they wish during the period.
South Carolina does not require private employers to provide paid time off. Employers can choose to offer vacation leave at their discretion.
South Carolina has no state law requiring private employers to provide paid or unpaid sick leave.
South Carolina law does not require employers to provide paid or unpaid holiday leave.
Minors under 14 are generally prohibited from working. Employment of a minor under 14 is considered "oppressive child labor." Exemptions include work in agriculture, acting in theater or film, delivering newspapers, or working for a parent in a non-hazardous business they own.
This guide is for general information only and is not legal advice. Labor laws change often, and how they apply depends on your specific situation. Always confirm current requirements with the relevant state labor agency or your own legal counsel before you rely on them.
Set a weekly hours limit that warns you or blocks the schedule, and get flagged when someone has a short turnaround between shifts.
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