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For most Wyoming workers covered by both state and federal minimum-wage laws, the applicable minimum is the federal rate of $7.25 per hour, not Wyoming’s listed state rate of $5.15. Federal overtime generally applies to covered, nonexempt employees after 40 hours in a workweek. Separate state and federal rules also limit some minors’ work hours and times.
What is the minimum wage in Wyoming?
The U.S. Department of Labor’s 2026 state minimum wage table lists Wyoming’s basic state minimum wage as $5.15 per hour. The federal minimum wage is $7.25 per hour. When a worker is covered by both state and federal minimum-wage laws, the higher rate applies, so the federal $7.25 rate controls in that situation.
| Rule | Rate | How it applies |
|---|---|---|
| Wyoming state minimum | $5.15 per hour, as listed by the U.S. Department of Labor in its 2026 table | The listed state rate is lower than the federal minimum. |
| Federal minimum | $7.25 per hour, the federal rate listed by the U.S. Department of Labor in 2026 | Workers covered by both state and federal minimum-wage laws are entitled to the higher rate. |
Coverage and exemptions matter: do not assume that every worker or employer is covered by the same federal rules. The applicable rate depends on the job and the laws that cover that employment.
Does Wyoming require overtime after 40 hours?
For employees covered by the Fair Labor Standards Act (FLSA) who are not exempt from its overtime rules, federal law generally requires overtime pay at no less than one and one-half times the regular rate for hours worked over 40 in a workweek. The threshold is based on each workweek, not an average across multiple weeks.
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What counts as a workweek?
Under the FLSA, a workweek is a fixed, regularly recurring period of 168 hours. It can begin on any day and at any hour, but the employer’s established workweek is the period used to calculate overtime.
When is premium pay not automatically required?
Federal law does not generally require overtime pay solely because an employee works on a weekend, holiday, or regular rest day. The overtime requirement is generally triggered by working more than 40 hours in the workweek, subject to coverage and exemption rules.
Who is exempt?
The FLSA contains exemptions and special rules, so working more than 40 hours does not by itself establish that a worker is owed overtime. A salary or an employer’s chosen job title alone does not resolve whether an exemption applies; the applicable legal criteria and the particular job must be assessed.
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How late can a minor work in Wyoming?
The U.S. Department of Labor’s comparison of selected state standards for non-farm employment, marked as of July 15, 2025, reports that Wyoming limits minors to eight hours of work during any 12-hour period. It also lists nighttime restrictions from 10 p.m. to 5 a.m., with exceptions shown for the night before a non-school day and for minors who are not enrolled in school.
Those figures are a summary of selected Wyoming state standards, not a complete schedule rule for every minor or job. Federal child-labor protections apply where state rules are less protective. Before assigning a minor a schedule or occupation, check current federal rules for the worker’s age, job duties, school calendar, and any hazardous-work restrictions.
What else does the FLSA cover?
The FLSA addresses minimum wage, overtime, employer recordkeeping, and youth employment standards. Its provisions are subject to coverage requirements, exemptions, and rules specific to the work. The U.S. Department of Labor also explains that the FLSA does not itself require severance pay, vacation, or sick leave. That federal statement does not determine whether a separate state or local law, employment agreement, or employer policy provides those benefits.
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Where can Wyoming workers verify other labor rules?
For current Wyoming-specific guidance, check directly with the relevant state labor office. The U.S. Department of Labor describes its state minimum-wage table as informational and recommends consulting the state labor office for official information. A 2023 unsigned U.S. Department of Labor memorandum identifies the Wyoming Department of Workforce Services as responsible for enforcing certain state minimum-wage, recordkeeping, and wage-agreement laws; because the memorandum is unsigned and older, verify the agency’s current role and contact details before relying on it.
This guide does not establish current Wyoming requirements for final-pay deadlines, wage deductions, meal or rest breaks, paid leave, or required notices. Those questions need confirmation from current Wyoming statutes or official state guidance before taking action or advising someone about a specific claim.
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