{"id":134002,"date":"2024-05-31T17:21:36","date_gmt":"2024-05-31T15:21:36","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=134002"},"modified":"2024-06-03T12:15:53","modified_gmt":"2024-06-03T10:15:53","slug":"working-hours-limit","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/working-hours-limit\/","title":{"rendered":"Is there a Working Hours Limit for Employees?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">As a business owner, you will often encounter times when you need an employee to <\/span><b>work extra hours<\/b><span style=\"font-weight: 400;\">. This might be because of <\/span><b>staffing issues, increased workloads, or upcoming deadlines<\/b><span style=\"font-weight: 400;\">. When this happens, it\u2019s important to be mindful of the <\/span><b>employee working hours limit <\/b><span style=\"font-weight: 400;\">and, when required, pay your employees <\/span><b>overtime <\/b><span style=\"font-weight: 400;\">if they exceed this limit.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, <\/span><b>what is the working hours limit? <\/b><span style=\"font-weight: 400;\">How many hours can an employee legally work?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s post, we are going to share <\/span><b>everything you need to know about US working hours limits<\/b><span style=\"font-weight: 400;\"> to help you establish practices in your business that <\/span><b>comply with all legal requirements<\/b><span style=\"font-weight: 400;\"> and help you nurture a <\/span><b>happy and productive workforce<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Federal\">Federal Working Hours Limit<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#State\">State-Specific Working Hours Laws<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Industries\">What About Employees Working in Different Industries?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Pay\">The Rules for Overtime Pay<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exceptions\">Exceptions and Exemptions to Working Hours Limit<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Recordkeeping\">Working Hours Limit: Recordkeeping Requirements<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Best\">Best Practices for Monitoring and Managing the Working Hours Limit<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">Comply with the Working Hours Limit with Factorial\u2019s Time-Tracking Software<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.com\/time-attendance-signing\">Track Employee Hours and Approve Timesheets with One Click<\/a> \ud83d\ude80<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Federal\"><\/a>Federal Working Hours Limit<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/#:~:text=The%20Fair%20Labor%20Standards%20Act%20establishes%20a%20series%20of%20Federal,per%20hour%20for%20tipped%20employees\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa#:~:text=The%20Fair%20Labor%20Standards%20Act%20(FLSA)%20establishes%20minimum%20wage%2C,%2C%20State%2C%20and%20local%20governments.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">) establishes a number of <\/span><b>employment rights and obligations<\/b><span style=\"font-weight: 400;\"> in the US. This includes <\/span><b>working hours limits, overtime pay, and <\/b><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><b>time-tracking requirements<\/b><\/a><span style=\"font-weight: 400;\">. The act applies to all <\/span><b>private sector employees<\/b><span style=\"font-weight: 400;\"> and those working in <\/span><b>Federal, state, and local governments<\/b><span style=\"font-weight: 400;\">. Failing to comply with any aspect of the FLSA can result in <\/span><b>penalties, litigation, and reputational damage<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In terms of the working hours, the FSLA does not establish a working hours limit for adult employees. Instead, it focuses on overtime, making sure that non-exempt employees who work more than 40 hours in a week receive overtime pay at a rate of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><span style=\"font-weight: 400;\">time and a half<\/span><\/a><span style=\"font-weight: 400;\">. However, employees <\/span><b>under the age of 16<\/b><span style=\"font-weight: 400;\"> cannot work more than <\/span><b>3 hours<\/b> <b>on a school day<\/b><span style=\"font-weight: 400;\"> or <\/span><b>18 hours in a school week<\/b><span style=\"font-weight: 400;\">. Outside of term time, they can work a maximum of <\/span><b>8 hours per day<\/b><span style=\"font-weight: 400;\"> and <\/span><b>40 hours per week<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, <\/span><b>certain industries<\/b><span style=\"font-weight: 400;\"> also have their own rules on <\/span><b>how many hours employees can legally work<\/b><span style=\"font-weight: 400;\">, primarily to ensure employee <\/span><b>health and safety<\/b><span style=\"font-weight: 400;\">. For example, the transportation industry, regulated by the <\/span><a href=\"https:\/\/www.transportation.gov\/\"><span style=\"font-weight: 400;\">U.S. Department of Transportation<\/span><\/a><span style=\"font-weight: 400;\">, establishes maximum driving hours and minimum rest periods for truck and bus drivers to prevent fatigue. More on this later in the post.<\/span><\/p>\n<h3><strong>Health &amp; Safety (OSHA)<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">There\u2019s another important federal legislation in the U.S. that you need to be aware of when it comes to working hours, and that\u2019s <\/span><b>OSHA<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.osha.gov\/\" target=\"_blank\" rel=\"noopener\"><b>Occupational Safety and Health Administration (OSHA)<\/b><\/a><span style=\"font-weight: 400;\"> is a U.S. government agency that strives to ensure <\/span><b>safe and healthy working conditions<\/b><span style=\"font-weight: 400;\"> by setting and enforcing certain <\/span><b>standards<\/b><span style=\"font-weight: 400;\">, as well as offering <\/span><b>training, outreach, education and assistance<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">OSHA does not specifically regulate the working hours limit. Instead, OSHA focuses on<\/span><b> the conditions under which work employees work<\/b><span style=\"font-weight: 400;\"> (rather than how long they work). These regulations are designed to <\/span><b>prevent workplace injuries and illnesses<\/b><span style=\"font-weight: 400;\"> through standards relating to <\/span><b>hazardous material handling, machine safety, and workplace ergonomics<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, <\/span><b>OSHA does address issues related to working hours indirectly<\/b><span style=\"font-weight: 400;\"> through regulations and guidelines that impact <\/span><b>work schedules and rest periods<\/b><span style=\"font-weight: 400;\">, particularly in industries where <\/span><b>long hours are common<\/b><span style=\"font-weight: 400;\">. For example, OSHA provides guidelines on <\/span><b>extended or unusual work shifts<\/b><span style=\"font-weight: 400;\">, recognizing that excessively long working hours can lead to <\/span><b>increased accidents and injuries<\/b><span style=\"font-weight: 400;\">..<\/span><\/p>\n<h2><b><a name=\"State\"><\/a>State-Specific Working Hours Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the federal regulations that we have seen above, <\/span><b>many states have their own rules for the working hours limit<\/b><span style=\"font-weight: 400;\"> that often <\/span><b>exceed the overtime pay requirements of the Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">. These states often provide <\/span><b>greater employee protections for working hours, overtime and breaks<\/b><span style=\"font-weight: 400;\">. As a result, it\u2019s crucial that you find out if there is a <\/span><b>specific working hours limit in your state<\/b><span style=\"font-weight: 400;\"> before you define your internal working hours and overtime policies to ensure compliance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore some of the <\/span><b>most notable state-specific working hours limits<\/b><span style=\"font-weight: 400;\"> found in different states in the U.S.\u00a0<\/span><\/p>\n<h3><b>California\u00a0\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to the <\/span><a href=\"https:\/\/www.dir.ca.gov\/dlse\/faq_overtime.htm#:~:text=Ordinarily%2C%20the%20hours%20to%20be,one%20works%20in%20a%20workweek.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">California Department of Industrial Relations<\/span><\/a><span style=\"font-weight: 400;\">, if employees exceed the 40 per week working hours limit (<\/span><b>8 hours per day<\/b><span style=\"font-weight: 400;\">), employers must offer <\/span><b>overtime pay for all extra hours<\/b><span style=\"font-weight: 400;\">. However, unlike the federal standard which enforces overtime at a rate of time and a half, if an employee in California works more than 12 hours in a day, they must receive <strong>double time<\/strong> for any extra hours. This makes California\u2019s working hours limit and overtime rules <\/span><b>more stringent than federal regulations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Minnesota\u00a0\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Minnesota requires overtime for hours worked <\/span><b>beyond 48 a week<\/b><span style=\"font-weight: 400;\">, which is <\/span><b>more lenient <\/b><span style=\"font-weight: 400;\">compared to the FLSA standard of 40 hours. In addition, the <\/span><b>Minnesota Fair Labor Standards Act<\/b><span style=\"font-weight: 400;\"> states that any hours exceeding this working hours limit must be paid at <\/span><b>one-and-one-half times an employee\u2019s regular rate of pay<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Kentucky\u00a0\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Kentucky caps its working hours limit at <\/span><b>40 per week<\/b><span style=\"font-weight: 400;\">, in line with federal law. However, Kentucky\u2019s wage and hour laws also include <\/span><b>requirements for meal breaks and rest periods<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Meal breaks<\/b><span style=\"font-weight: 400;\">. Firstly, employees are entitled to a reasonable meal period, typically a minimum of 30 minutes, after working more than five consecutive hours. This break is unpaid unless the employee is required to perform duties during this time.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Rest breaks<\/b><span style=\"font-weight: 400;\">. Secondly, for every four hours of work, employees should receive a paid rest break of at least 10 minutes. This ensures workers have time to recuperate, leading to increased productivity and job satisfaction.<\/span><\/li>\n<\/ul>\n<h3><b>Nevada\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to Nevada state laws, an employee\u2019s regular working hours cannot exceed more than <\/span><b>8 hours per day or 40 hours weekly<\/b><span style=\"font-weight: 400;\">. Any work that an employee does above this working hours limit must be paid at an overtime rate of <\/span><b>1.5 times the minimum wage<\/b><span style=\"font-weight: 400;\"> (as opposed to 1.5 times an employee\u2019s regular hourly rate).\u00a0<\/span><\/p>\n<h3><b>Washington State<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Washington State has <\/span><b>specific guidelines <\/b><span style=\"font-weight: 400;\">for the working hours limit, including <\/span><b>specific exemptions and calculations for overtime pay<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These working hours limit and overtime pay requirements include the following:\u00a0\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Overtime pay<\/b><span style=\"font-weight: 400;\">. Firstly, employment laws in Washington State require employers to pay \u201ctime and a half\u201d or 1.5 times an employee\u2019s regular rate, if they work more than 40 hours in a single workweek.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Overtime eligibility<\/b><span style=\"font-weight: 400;\">. Nearly all workers, regardless of full-time, part-time, or temporary status, fall under the umbrella of these overtime protections.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Daily overtime<\/b><span style=\"font-weight: 400;\">: Unlike some states, Washington does not generally require daily overtime pay except in certain industries or under specific collective bargaining agreements where daily overtime is stipulated.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Public works projects<\/b><span style=\"font-weight: 400;\">. Other overtime rates, like double-time pay, are not required under Washington state law, with the exception of certain public works projects.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Exemptions<\/b><span style=\"font-weight: 400;\">. Certain employees are exempt from overtime pay in Washington State, including those in executive, administrative, professional, outside sales, and computer professional roles. This is in line with the Federal Fair Labor Standards Act (FLSA).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee right to waive<\/b><span style=\"font-weight: 400;\">. Employees cannot waive their right to overtime pay.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Industries\"><\/a>What About Employees Working in Different Industries?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The working hours limit can also <\/span><b>vary across industries<\/b><span style=\"font-weight: 400;\">. This is because certain industries have <\/span><b>unique demands and safety concerns<\/b><span style=\"font-weight: 400;\"> that impact <\/span><b>how many hours an employee can safely work<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, there are <\/span><b>strict limits on continuous work shifts in the healthcare industry<\/b><span style=\"font-weight: 400;\">, particularly for doctors and nurses. These industry-specific standards are designed to <\/span><b>prevent fatigue<\/b><span style=\"font-weight: 400;\">, which can compromise both caregiver and patient safety. Most notably, <\/span><b>medical residents<\/b><span style=\"font-weight: 400;\"> in the U.S. are restricted to an <\/span><b>80-hour weekly limit<\/b><span style=\"font-weight: 400;\">. This limit is <\/span><b>averaged over four weeks<\/b><span style=\"font-weight: 400;\">, with <\/span><b>no single shift exceeding 24 hours<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are similar work hours limits in the <\/span><b>transportation sector<\/b><span style=\"font-weight: 400;\">, also due to the <\/span><b>high risks associated with fatigue<\/b><span style=\"font-weight: 400;\">. In the case of truck drivers, the <\/span><b>Federal Motor Carrier Safety Administration (FMCSA)<\/b><span style=\"font-weight: 400;\"> sets specific <\/span><b>Hours of Service (HOS)<\/b><span style=\"font-weight: 400;\"> regulations. These limit drivers to a maximum of <\/span><b>11 hours per shift after 10 consecutive hours off duty<\/b><span style=\"font-weight: 400;\">. Similarly, airline pilots are regulated by the <\/span><b>Federal Aviation Administration (FAA)<\/b><span style=\"font-weight: 400;\">, which establishes rules such as a maximum of <\/span><b>9 hours of flight time for pilots during a 24-hour period<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Check the <\/span><b>rules in your industry<\/b><span style=\"font-weight: 400;\"> to make sure your shift patterns comply with any specific requirements.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-130408 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"868\" height=\"298\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 868px) 100vw, 868px\" \/><\/a><\/p>\n<h2><b><a name=\"Pay\"><\/a>The Rules for Overtime Pay<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Sometimes, companies need their employees to <\/span><b>work extra hours<\/b><span style=\"font-weight: 400;\">. This might be when the <\/span><b>workload is high<\/b><span style=\"font-weight: 400;\"> or if the organization is experiencing <\/span><b>staffing shortages<\/b><span style=\"font-weight: 400;\">. <\/span><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><span style=\"font-weight: 400;\">Overtime<\/span><\/a><span style=\"font-weight: 400;\"> can also help employers <\/span><b>meet project deadlines<\/b><span style=\"font-weight: 400;\"> or <\/span><b>address urgent operational needs<\/b><span style=\"font-weight: 400;\">. Ultimately, it can help your business manage <\/span><b>workload fluctuations<\/b><span style=\"font-weight: 400;\"> and avoid <\/span><b>potential disruptions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, if the hours that an employee works exceed <\/span><b>40 hours in a week<\/b><span style=\"font-weight: 400;\">, then you have to offer them <\/span><a href=\"https:\/\/factorialhr.com\/blog\/calculator-overtime-pay\/\"><span style=\"font-weight: 400;\">overtime pay<\/span><\/a><span style=\"font-weight: 400;\"> for their time. This is in line with the requirements of the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">, which establishes <\/span><b>overtime pay, minimum wage, and child labor standards<\/b><span style=\"font-weight: 400;\"> for full and part-time workers in the private sector and in Federal, State and local governments. What\u2019s more, according to the FSLA, you must offer <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">non-exempt employees<\/span><\/a><span style=\"font-weight: 400;\"> payment at a rate of <\/span><b>time and a half<\/b><span style=\"font-weight: 400;\">. This includes all earnings, such as <\/span><b>hourly wages, salary, certain bonuses, and commissions<\/b><span style=\"font-weight: 400;\">, divided by the total hours worked in the overtime workweek.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another important point that you need to be aware of is the <\/span><a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/flsa\/ot-541-final-rule.pdf\"><b>recent update to the FLSA<\/b><\/a><span style=\"font-weight: 400;\"> which has <\/span><b>changed the rules<\/b><span style=\"font-weight: 400;\"> a bit in terms of who is eligible for overtime pay if they exceed the working hours limit of 40. Starting <\/span><b>July 1<\/b><span style=\"font-weight: 400;\">, all salaried workers <\/span><b>earning less than $43,888 a year <\/b><span style=\"font-weight: 400;\">will be legally qualified for <\/span><b>1.5 times their pay<\/b><span style=\"font-weight: 400;\"> if they work <\/span><b>more than 40 hours per week<\/b><span style=\"font-weight: 400;\">. This new rule will <\/span><b>force employers across the US<\/b><span style=\"font-weight: 400;\"> to review <\/span><b>how they pay their employees<\/b><span style=\"font-weight: 400;\"> and their <\/span><b>company time-tracking policies<\/b> <b>and procedures<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Exceptions\"><\/a>Exceptions and Exemptions to Working Hours Limit<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">What about <\/span><b>exceptions<\/b><span style=\"font-weight: 400;\">? Do all employees have to stick to the working hours limit, or are there any <\/span><b>exemptions under the Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\"> in terms of <\/span><b>working hours and overtime pay<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Yes, there are!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the following <\/span><b>categories of employees<\/b><span style=\"font-weight: 400;\"> are <\/span><b>exempt from FSLA overtime and minimum hours regulations<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Executive, administrative and professional roles<\/b><span style=\"font-weight: 400;\">. Commonly referred to as &#8220;white-collar&#8221; exemptions. Employees who perform executive, administrative and professional roles and who you pay a salary above the threshold we mentioned earlier in the post ($43,888 a year) are exempt from both minimum wage and overtime pay requirements.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Computer-based roles<\/b><span style=\"font-weight: 400;\">. Computer systems analysts, computer programmers, software engineers, and other similarly skilled workers in this field are exempt, provided their pay meets or exceeds the established threshold.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>External sales roles<\/b><span style=\"font-weight: 400;\">. Finally, employees working in sales who spend most of their time on the road are exempt from overtime pay.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Recordkeeping\"><\/a>Working Hours Limit: Recordkeeping Requirements<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Although FLSA <\/span><a href=\"https:\/\/factorialhr.com\/blog\/wage-and-hour-laws\/\"><span style=\"font-weight: 400;\">wage and hour laws<\/span><\/a><span style=\"font-weight: 400;\"> do not specify <\/span><b>how data should be collected and managed<\/b><span style=\"font-weight: 400;\"> and whether employers must use a <\/span><a href=\"https:\/\/factorialhr.com\/blog\/about-time-attendance-usa\/\"><span style=\"font-weight: 400;\">time and attendance app<\/span><\/a><span style=\"font-weight: 400;\">, the federal law on timesheets does state that it is <\/span><b>mandatory to keep a record of employee working hours for hourly, non-exempt employees as well as exempt and non-exempt salaried employees<\/b><span style=\"font-weight: 400;\">. This includes <\/span><b>hours worked per day, clocking in and out times, breaks, overtime, wages paid, and other conditions of employment<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><b>Timesheet templates and spreadsheets<\/b><span style=\"font-weight: 400;\"> have been the standard solution for tracking employee hours for many years. However, while they can be helpful in certain situations, there are some <\/span><b>common problems<\/b><span style=\"font-weight: 400;\"> associated with them. This includes <\/span><b>manual data entry errors; time-consuming updates; vulnerability to time theft; lack of real-time data; and difficulties in tracking overtime and compliance with labor laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As a result of all these limitations, many organizations are now seeking <\/span><b>alternatives to traditional timesheets<\/b><span style=\"font-weight: 400;\">. Examples include time-tracking software, <\/span><b>biometric <\/b><a href=\"https:\/\/factorialhr.com\/blog\/employee-clock-in-system\/\"><b>time clocks<\/b><\/a><span style=\"font-weight: 400;\"> with <\/span><a href=\"https:\/\/factorialhr.com\/blog\/facial-clocking\/\"><span style=\"font-weight: 400;\">facial clocking<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-app\/\"><span style=\"font-weight: 400;\">time card apps<\/span><\/a><span style=\"font-weight: 400;\">, and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/remote-employee-time-tracking\/\"><span style=\"font-weight: 400;\">remote employee<\/span><\/a><span style=\"font-weight: 400;\"> time-tracking solutions, all of which provide significant advantages.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For one thing, timesheet alternatives like these improve accuracy through the <\/span><b>precise recording of work hours and breaks<\/b><span style=\"font-weight: 400;\">. They also <\/span><b>enhance efficiency<\/b><span style=\"font-weight: 400;\"> by streamlining the time-tracking process, reducing administrative tasks, and enabling employees to address time management challenges and focus on more productive activities. All this helps you <\/span><b>maintain accurate records<\/b><span style=\"font-weight: 400;\"> for your entire workforce so that you can be sure that employees are <\/span><b>not exceeding the federal or state working hours limit<\/b><span style=\"font-weight: 400;\"> and receiving <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> when entitled.<\/span><\/p>\n<h2><b><a name=\"Best\"><\/a>Best Practices for Monitoring and Managing the Working Hours Limit<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that pretty much covers everything you need to know about the U.S. working hours limit. All you need to do now is <\/span><b>make sure that your business complies with federal and state working hours and overtime pay requirements<\/b><span style=\"font-weight: 400;\">. Most importantly, make sure that you are <\/span><b>accurately tracking and recording the hours that each of your employees work<\/b><span style=\"font-weight: 400;\">, including <\/span><b>breaks and any overtime<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are a few <\/span><b>best practices<\/b><span style=\"font-weight: 400;\"> to help you with this:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Use an automated time-tracking system<\/b><span style=\"font-weight: 400;\">. This is the best solution for tracking and recording working hours as employees can easily clock in and out during each shift. That way, you have an accurate record of hours worked, including start time, end time, breaks and any overtime. Plus, by automating the process, you reduce the risk of errors and you can easily access real-time attendance data when needed (this is particularly useful for <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll\/\"><span style=\"font-weight: 400;\">managing payroll<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Clearly communicate your work hours policy<\/b><span style=\"font-weight: 400;\">. Design a clear and concise work hours policy and include it in your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> so that your workforce can easily access it when needed. That way, everyone in your organization understands your working hours and overtime standards as well as the procedures that you use to track employee work schedules.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Establish and enforce an overtime approval process<\/b><span style=\"font-weight: 400;\">. This will help you manage labor costs and prevent any unauthorized overtime.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Maintain accurate and organized records<\/b><span style=\"font-weight: 400;\">. Keep detailed records of all hours worked, overtime, and leave for each employee. This is crucial for audits and legal compliance.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Use mobile and remote access systems<\/b><span style=\"font-weight: 400;\">. Finally, if some of your employees work remotely or out on the field then you should invest in a remote access time-tracking solution. That way, you can keep track of working hours regardless of where an employee is located.<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-125547 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/06\/23121548\/track-time-demo-300x103.png\" alt=\"time tracking software\" width=\"751\" height=\"258\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/06\/23121548\/track-time-demo-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/06\/23121548\/track-time-demo-768x263.png 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/06\/23121548\/track-time-demo.png 900w\" sizes=\"(max-width: 751px) 100vw, 751px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>Comply with the Working Hours Limit with Factorial\u2019s Time-Tracking Software<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Factorial\u2019s cloud-based Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/time-attendance-signing\"><span style=\"font-weight: 400;\">time-tracking software<\/span><\/a><span style=\"font-weight: 400;\"> allows you to <\/span><b>automate and streamline your company\u2019s time &amp; attendance<\/b><span style=\"font-weight: 400;\"> procedures. For instance, your employees can use our simple and intuitive <\/span><b>time-tracking app<\/b><span style=\"font-weight: 400;\"> to clock in and out straight from their phones (even if they work remotely). You can also <\/span><b>review overtime hours for each employee<\/b><span style=\"font-weight: 400;\"> at the click of a button. Plus, you can <\/span><b>extract reports<\/b><span style=\"font-weight: 400;\"> so you can keep better track of employee hours and control labor costs. Then at the end of the month, your managers can <\/span><b>review and approve their team\u2019s timesheets<\/b><span style=\"font-weight: 400;\"> before you process <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-payroll-tax\/\"><span style=\"font-weight: 400;\">payroll<\/span><\/a><span style=\"font-weight: 400;\">. Simple!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, by using Factorial\u2019s time-tracking software in combination with our <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">employee record management software<\/span><\/a><span style=\"font-weight: 400;\">, you can easily <\/span><b>comply with the working hours limit <\/b><span style=\"font-weight: 400;\">in your state<\/span> <span style=\"font-weight: 400;\">as well as <\/span><b>federal overtime pay regulations and recordkeeping requirements<\/b><span style=\"font-weight: 400;\">. That way, you can ensure that you <\/span><b>fairly compensate your employees, reduce the risk of legal non-compliance, and maintain a well-organized and efficient workforce<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>As a business owner, you will often encounter times when you need an employee to work extra hours. This might be because of staffing issues, increased workloads, or upcoming deadlines. When this happens, it\u2019s important to be mindful of the employee working hours limit and, when required, pay your employees overtime if they exceed this<a href=\"https:\/\/factorialhr.com\/blog\/working-hours-limit\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":134003,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-134002","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"time-time-tracking"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Is there a Working Hours Limit for Employees? | Factorial<\/title>\n<meta name=\"description\" content=\"What is the working hours limit and when do you have to pay overtime? 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