Idaho keeps its wage and hour rules close to the federal baseline. The state matches the federal minimum wage, does not mandate breaks or paid leave, and focuses its own rules on tipped pay, a youth opportunity wage, payday timing and final paychecks. Here is a quick summary for employers with hourly staff.
EZTime labor rule alerts flag overtime and missed rest periods before payroll.
| Topic | Rule |
|---|---|
| Minimum wage | $7.25 per hour (Idaho Department of Labor) |
| Tipped employees | $3.35 per hour cash wage; employer covers any shortfall below $7.25 |
| Youth opportunity wage | $4.25 per hour for workers under 20 during their first 90 consecutive calendar days |
| Overtime | 1.5 times the regular rate after 40 hours in a workweek; no daily overtime |
| Meal and rest breaks | Not required by state law (Guide to Idaho labor laws) |
| Sick leave and vacation | Not required; governed by employer policy or agreement |
| Paydays | At least once a month on regular, advance-designated paydays |
| Final pay | Sooner of next regular payday or 10 days, excluding weekends and holidays; 48 hours on written request |
The Idaho Department of Labor states that the current Idaho minimum wage is $7.25 per hour, the same as the federal minimum. The U.S. Department of Labor state table (updated July 1, 2026) also lists Idaho at $7.25. No 2027 increase had been announced by the department at the time of this review.
Idaho sets a minimum cash wage of $3.35 per hour for tipped employees. If an employee's tips plus cash wage do not add up to at least $7.25 for every hour worked, the employer must pay the difference. The department's Guide to Idaho labor laws adds that the employer carries the burden of proving the amount of tips received, so keep reliable tip records for every shift.
Employers may pay a new employee under age 20 a wage of $4.25 per hour, but only during the first 90 consecutive calendar days of employment. Once that window closes, or once the worker turns 20, the regular minimum applies. Track hire dates and birth dates in your timekeeping system so the switch to $7.25 happens on time.
According to the department, employers may not have a non-exempt employee work longer than 40 hours in a workweek without paying at least one and one-half times the regular rate for the extra hours. Each workweek stands on its own: hours cannot be averaged across two weeks to avoid overtime. Idaho has no daily overtime requirement, so a ten-hour day only matters if weekly hours pass 40. Exemptions generally follow the federal FLSA; our FLSA overtime guide walks through the executive, administrative and professional tests, and the overtime calculator helps you check a week's pay.
Idaho law does not require employers to give rest periods, meal breaks or lunch breaks to employees of any age. Idaho does not appear in the U.S. DOL's meal period or rest period tables. If you choose to offer breaks, the department notes that your own policy controls. Federal hours-worked rules still apply: short rest periods of usually 20 minutes or less count as paid work time, while a bona fide meal period, typically 30 minutes or more with the employee completely relieved from duty, generally does not.
Idaho law does not require employers to provide vacation, holiday, severance or sick pay. These benefits are a matter of agreement between the employer and the employee. Two practical points from the department's guidance:
Covered employers must also follow the federal Family and Medical Leave Act and display the FMLA notice. EZTime's PTO accrual calculator can help you set a fair accrual rate if you decide to offer paid leave voluntarily.
Idaho employers must pay all wages due at least once a month on regular paydays designated in advance. If a payday lands on a non-workday, pay is due on the workday before. The U.S. DOL's payday table also lists Idaho as a monthly-pay state. Many employers choose weekly or biweekly pay anyway because it simplifies overtime tracking.
When employment ends for any reason, including a layoff or termination, final wages are due by the sooner of the next regularly scheduled payday or 10 days after separation, not counting weekends and holidays. If the employee asks in writing for earlier payment, the employer must pay within 48 hours of receiving the request, again excluding weekends and holidays. Employees who are not paid can file a claim through the department's wage and hour claim portal.
The department notes that minors generally must be at least 14 to work in non-agricultural jobs, and that federal law restricts the hours of workers under 16. Idaho's own statutes add some limits. Idaho Code 44-1301 bars employing children under 14 during the hours public schools in their district are in session, or before 6 a.m. or after 9 p.m., with narrow exceptions for school vacations and voluntary school employment. Idaho Code 44-1302 restricts work by minors under 16 during school hours unless certain education requirements are met.
The U.S. DOL child labor table lists Idaho's limits for minors under 16 as 9 hours a day and 54 hours a week, with no work from 9 p.m. to 6 a.m. Because federal rules are stricter (3 hours on a school day, 18 hours in a school week, and no work after 7 p.m. during the school year), most Idaho employers of 14- and 15-year-olds will find the federal limits are the ones that bind. Always apply the more protective rule.
The department's guide advises keeping employee records for at least three years. Records need no particular format and time clocks are not required, but they should show total hours worked, the regular rate of pay, overtime pay, deductions and total wages for each pay period. Our time card calculator is a quick way to total a week by hand.
The department's required posters packet includes the Idaho Minimum Wage Law poster, the Idaho Law Prohibits Discrimination in Employment notice and the unemployment insurance benefits notice for employees, along with federal posters. Display them where employees can easily see them.
EZTime gives Idaho businesses one place to capture time and keep the records these rules depend on. Employees clock in with the GPS mobile time clock and geofencing, NFC tags, a shared tablet kiosk or biometric clocks. Managers build rosters with shift templates and approve shift swaps in the scheduling software, while overtime and break alerts flag problems before a shift ends. Weekly hour totals reset each workweek so overtime is never averaged away. PTO and sick-leave balances update automatically, and payroll-ready Excel and PDF exports work with any payroll software. Plans start from $2 per employee per month, with a 14-day trial.
This guide is general information, not legal advice. Laws change; check the Idaho Department of Labor or an employment attorney. Last reviewed November 2026.
Idaho’s minimum wage is $7.25 per hour, the same as the federal rate listed by the Idaho Department of Labor.
Tipped employees must receive at least $3.35 per hour in cash wages. If tips do not bring total pay to $7.25 per hour, the employer must pay the difference.
No. Idaho law does not require meal or rest breaks. Any breaks are set by employer policy, and short paid breaks count as work time under federal law.
No. Idaho does not require sick, vacation or holiday pay. If you offer it, follow your written policy and notify employees before changing it.
Final wages are due by the sooner of the next regular payday or 10 days after separation, excluding weekends and holidays. If the employee asks in writing, pay is due within 48 hours.