The Maine Labor Law Guide

Minimum wage is the lowest hourly pay rate that employers are legally obligated to pay employees. The federal minimum wage is a wage baseline, but different states, cities, and regions can adopt their own rates. 

As of 2024, the minimum wage is $14.15 per hour for most employees.

Starting January 1st, 2025, the minimum wage will be $14.65 for most employees.

These cities will have higher minimum wage effective January 1st, 2025:

• Portland: $15.50

• Rockland: $15.50

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Tipped minimum wage is the lowest hourly pay rate employers are legally obligated to pay employees who earn a significant portion of their income through tips. Employers must ensure that the total of an employee’s cash wage and tips is at least $14.15 per hour. 

As of 2024, the tipped minimum wage is $7.08 per hour for most employees.

Starting January 1st, 2025, the tipped minimum wage will be $7.33 for most employees.

Maine 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 for every hour worked over 40 hours within a workweek. 

However, as of July 1, 2024, there are exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees based on the Fair Labor Standards Act. For more exemption details, see here.

Maine's wage and hour laws generally require employers to give nonexempt employees the opportunity to take an unpaid break of at least 30 consecutive minutes if the employee works more than 6 consecutive hours at a time if three or more people are on duty.

An employee and employer may negotiate for more or fewer breaks, but both must agree (this should be put in writing). According to federal law, if an employer grants a non-meal rest break (usually twenty minutes or fewer), the break must be paid.

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Vacation leave
Starting January 1, 2021, Maine’s Earned Paid Leave Law (MEPL) mandates that employers with more than 10 employees provide paid leave to their employees. This law applies to full-time, part-time, temporary, and per diem employees. Employees can earn up to one hour of paid leave for every 40 hours they work, up to a maximum of 40 hours per year.  

Paid Sick Leave
Maine mandates that employers with 11 or more employees provide paid sick leave. Employees can earn up to one hour of paid sick leave for every 40 hours worked. Hours can be capped at 40 hours of paid sick leave at any time. 

Holidays
Maine doesn’t require private employers to provide paid or unpaid holiday leave.

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Laws for minors under 14:

• Minors under 14 years old are generally prohibited from working. Some exceptions include work in entertainment, agriculture, or family business.

Specific laws for minors 14-15 years old:

• May not work more than 6 days in a row.

• Able to work up to 3 hours per day, 18 hours per week when school is in session. 

• Able to work up to 8 hours per day, 40 hours per week when school is not in session. To work 40 hours in the week, school must be out for the entire week.

• Work is generally not allowed during school hours unless it’s approved for a school program. 

• Needs a work permit from school or the Department of Labor before employment can start. 

Specific laws for minors 16-17 years old:

• May not work more than 6 days in a row. 

• May not work more than 10 hours in any one day, and no more than 50 hours in a week when school is not in session  

• Cannot work before 7 AM or after 10:15 PM during school weeks.

• Cannot work past midnight on non-school days. 

• Does not need a work permit, however, needs to follow regulated working hours and hazardous work restrictions.

Hiring
Maine prohibits discrimination when hiring based on the following characteristics:

• Race

• Color

• Sex

• Sexual orientation

• Age

• Physical or mental disability 

• Genetic predispoistion

• Religion

• Ancestry

• National origin

Firing
Maine employers have the right to terminate employees at will for nearly any reason and no reason at all provided the reason is not unlawful. However, they cannot fire an employee for collective bargaining, discrimination, or documentation.