Minimum Wage
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.
$7.25 per hour for most employees (as of 2024)
Oklahoma does not have a state-set minimum wage, so Oklahoma employers should use the federal minimum wage. Local cities tend to follow this wage amount and do not set their own higher rates.
→ Learn more about Deputy's labor law compliance software
Tipped Minimum Wage
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.
$3.63 for most tipped employees (as of 2024)
Overtime Laws
Oklahoma doesn’t have its state overtime laws. It follows the 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.
Meal and Rest Break
Oklahoma wage and hour laws generally require employers to provide nonexempt minors 14 and 15 with a one-hour break every eight hours or a 30-minute rest period if they work more than five consecutive hours.
Moreover, employers must provide nonexempt employees under sixteen a one-hour cumulative rest period for every eight consecutive hours worked.
Oklahoma doesn’t have any generally applicable laws requiring an employer to provide a meal period or breaks to employees who are sixteen years of age or older, so the federal rule applies in this circumstance.
Federal law does not require employers to provide meal periods or breaks. If they do, they must be paid for 20 minutes.
→ Find out how Deputy can help you simplify meal and rest break compliance
Leave and Holidays
Vacation leave
Oklahoma has no state laws requiring private employers to provide paid or unpaid vacation leave.
Paid Sick Leave
Oklahoma has no state laws requiring private employers to provide paid or unpaid sick leave.
Holidays
Oklahoma has no state laws requiring private employers to provide paid or unpaid holiday leave. However, Oklahoma’s state law requires state employers to provide paid time off for state and federal holidays.
→ Learn more about Deputy's leave management software
Child Labor Laws
Laws for 14-15-year-old minors
Can work a maximum of 3 hours per day and 18 hours per week when school is in session.
Can work a maximum of 8 hours per day and 40 hours per week when school is not in session.
Must receive one hour of cumulative rest for eight consecutive hours worked or a 30-minute rest period for five consecutive hours worked.
Can work between 7 AM and 7 PM, except the hours can be extended to 9 PM from June 1st through Labor Day.
There are no HO exceptions for this age group.
Laws for 16-17-year-old minors
Once a minor reaches 16 years old, there are no working hours restrictions.
They can work any non-hazardous occupation as long as it is permitted.
Minors in this age group who are working in work-based learning internships or apprenticeships are allowed to work in HOs #5, #8, #10, #12, #14, #16, and #17 under certain conditions of Appendix D in “Federal and State Labor Laws for Youth Work-Based Learning.
Hiring and Firing
Hiring
The Oklahoma Anti-Discrimination Act prohibits hiring discrimination against the following characteristics:
Race
Ethnicity
Ancestry
Religion
National origin
Disability
Sex
Sexual orientation
Gender
Citizenship status
Genetic information
Age (40 and over)
Firing
Oklahoma employers have the right to terminate employees at will for nearly any reason or no reason at all provided the reason is not unlawful.
Disclaimer: The information provided in this publication is for general informational purposes only. Deputy makes no representations or warranties of any kind, express or implied, with respect to the software or the information contained in this publication. While, Deputy’s software is designed to simplify shift work by assisting with hiring, onboarding, scheduling, time and attendance tracking, payroll integration, and wage and hour compliance, it is not a substitute for payroll or legal advice, nor is it intended to relieve you of your obligation to comply with the legal requirements applicable to your business. It is ultimately your responsibility to ensure that your use of Deputy complies with all applicable laws and regulations. Please review our Product Specific Terms for more information about your compliance responsibilities.