Wyoming private-sector overtime usually follows the FLSA baseline; Everhour helps keep approved hours ready for review.
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For most Wyoming private-sector covered nonexempt employees, the key question is whether the employee worked more than 40 hours in one fixed workweek. Wyoming does not add a broader private-sector daily overtime rule, so the federal FLSA calculation controls for those workers: overtime starts after 40 hours in the workweek and is paid at not less than 1.5 times the regular rate.
The state-specific source for wage questions is Wyoming DWS Labor Standards, while FLSA overtime for covered employees is administered by the U.S. Department of Labor Wage and Hour Division. Wyoming also has special public-sector and public-works rules: state and county employee overtime compensation and public-works laborer rules refer to 8 hours per day and 40 hours per week, with a 1.5x premium rule.
The FLSA workweek is a fixed, recurring period of 168 hours, or seven consecutive 24-hour periods. It can start on any day and hour, but once set, each workweek stands alone for overtime. Hours may not be averaged over two or more weeks to avoid overtime, even when the payroll period is biweekly or semimonthly.
That rule matters when hours swing. A covered nonexempt Wyoming employee who works 52 hours in week one and 28 hours in week two still has 12 overtime hours in week one. The two weeks total 80 hours, but the overtime result does not disappear because the second week was short.
For a simple hourly case, separate regular hours from overtime hours. Regular pay equals the first 40 hours multiplied by the regular rate. Overtime pay equals hours over 40 multiplied by 1.5 times the regular rate. The regular rate is total compensation for the workweek, excluding statutory exclusions, divided by total hours actually worked in that workweek.
Example: a covered nonexempt Wyoming employee works 52 hours in one fixed workweek at a $23.75 regular hourly rate. Regular pay is 40 × $23.75 = $950.00. The overtime rate is $23.75 × 1.5 = $35.625, commonly paid as $35.63 when rounded to cents. Overtime pay is 12 × $35.625 = $427.50. Total gross pay is $1,377.50.
Wyoming's state minimum wage is $5.15 per hour and does not differ for part-time, full-time, weekend, or holiday work. Employers subject to the FLSA must pay the federal minimum wage of $7.25 per hour, which is higher. At the federal minimum wage, the minimum overtime rate is $10.875, commonly rounded to $10.88 per hour.
Exemption status comes before the math. Executive, administrative, and professional employees generally need at least $684 per week on a salary or fee basis plus the applicable duties test to be exempt from FLSA overtime. Computer employees may qualify at $684 per week or $27.63 per hour plus the computer duties test. Outside sales employees have an FLSA duties test, but no salary level applies.
A one-off calculation is enough when you have one employee, one regular hourly rate, one fixed workweek, and no bonuses, multiple rates, exemption dispute, or public-sector/public-works issue. It answers the immediate gross-pay question and helps catch obvious errors before payroll is finalized.
A managed workflow becomes necessary when overtime depends on approved time records, manager corrections, locked periods, recurring reviews, or payroll handoff. Everhour Team Management supports lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflows, roles, project assignments, team groups, and team-wide time policy defaults, which keeps the overtime review tied to controlled records instead of loose spreadsheets.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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For most Wyoming private-sector covered nonexempt employees, Wyoming does not add a broader daily overtime rule. The FLSA baseline applies after 40 hours in a fixed 168-hour workweek. Special Wyoming public-sector and public-works rules refer to 8 hours per day and 40 hours per week, so worker category matters before calculating overtime.
Wyoming wage questions are handled by the Wyoming Department of Workforce Services Labor Standards office. FLSA overtime for covered employees is administered by the U.S. Department of Labor Wage and Hour Division. Use the Wyoming office for state wage questions and the U.S. DOL WHD for federal covered nonexempt overtime questions.
No. Under the FLSA workweek rule, each fixed 168-hour workweek stands alone. Hours may not be averaged over two or more workweeks to avoid overtime. A covered nonexempt employee with 46 hours in one week and 34 in the next still has 6 overtime hours in the first week.
No federal overtime premium applies merely because work occurs on Saturdays, Sundays, holidays, or regular days of rest. For most Wyoming private-sector covered nonexempt employees, the federal trigger is hours worked over 40 in the workweek unless a more protective law, policy, contract, or representative agreement applies.
Employers subject to the FLSA must pay at least the federal minimum wage of $7.25 per hour, even though Wyoming's state minimum wage is $5.15 per hour. At $7.25, the minimum FLSA overtime rate is $10.875 per hour, commonly rounded to $10.88 per hour for payroll.
Everhour Team Management lets admins lock time after approval, correct employee time entries, set personal tracking limits, and route submitted time through approval before payroll review. That workflow helps teams keep Wyoming overtime checks tied to approved records instead of editable timesheets.
Use approved time, locked periods, and manager review before payroll. Everhour Team Management keeps overtime checks connected to controlled team records.
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