The wage, hour, break, and scheduling rules that apply when you employ people in Tennessee.
Last updated · February 1, 2026
Tennessee does not have a state minimum wage law. Employers subject to the Fair Labor Standards Act (FLSA) must follow the federal minimum wage.
Tennessee law also prohibits local governments from setting minimum wage rates higher than the federal standard.
The tipped minimum wage is the lowest hourly cash wage an employer may pay employees who customarily and regularly receive tips, as long as their tips plus cash wages equal at least the applicable minimum wage. Tennessee follows the federal FLSA standards for tipped employees.
Employers may pay a cash wage of $2.13 per hour, provided the employee's tips plus that cash wage equal at least $7.25 per hour. If they do not, the employer must make up the difference.
Tennessee does not have its own state overtime laws. Employers must follow the federal Fair Labor Standards Act (FLSA).
Non-exempt employees must receive 1.5 times their regular rate of pay for all hours worked over 40 in a workweek.
Tennessee law requires that all employees (adults and minors) be provided a 30-minute unpaid meal or rest period if they are scheduled to work 6 consecutive hours.
This does not apply to workplaces that, by their nature of business, provide ample opportunity to rest or take a break (for example, certain waitstaff or security roles).
There are no state laws requiring additional short rest breaks (such as 10 to 15 minutes). If provided, breaks under 20 minutes must be paid.
Tennessee does not require private employers to provide paid or unpaid vacation or sick leave.
Minors under 14 are generally prohibited from working.
On nights before a school day (Sunday through Thursday), minors cannot work between 10:00 PM and 6:00 AM. With parental consent, they may work until 12:00 AM (midnight) up to 3 nights per week (Sunday through Thursday).
Minors must receive the standard 30-minute break after 6 hours.
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.
Break rules, overtime thresholds, and minor restrictions, enforced quietly inside the schedule so your team stays inside the lines without the manual checking.
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