Alabama overtime rule used by this calculator
Alabama has no independent state overtime law in the verified registry source, so covered workers use the federal FLSA weekly-40 overtime rule. The page cites the state source that establishes that posture instead of implying a separate state rule exists.
Basic formula
Worked example
Alabama: weekly overtime only
What this does not determine
- Whether the worker is exempt from overtime under state law or the federal FLSA.
- Whether the employer is covered by the FLSA, which matters especially when a state rule reaches only non-FLSA employers.
- Multi-rate weighted-average regular-rate issues beyond the single additional-pay field.
- Public works, prevailing wage, local ordinances, union contracts, agriculture, transportation, or other industry-specific rules.
- Whether a bonus or commission must be allocated to a different workweek.
Sources and verification
This page reads the overtime threshold, multiplier, special daily/seventh-day flags, coverage cautions, and source URL from src/data/states.json. The visible source for this page is the verified registry source. Automated tests cover the state's distinctive branch, weekly math, non-stacking of premium hours, and visible result rendering.
Alabama and federal overtime: why there is no state statute to cite
Alabama is one of a small number of states that have enacted no wage and hour legislation of any kind. The Alabama Department of Labor's own Wage and Hour Information sheet states verbatim: "Alabama does not have any state laws governing wage and hour issues." That means there is no Alabama overtime statute, no Alabama minimum wage statute, and no Alabama-specific enforcement mechanism for private-sector wage claims — only the federal Fair Labor Standards Act governs.
In practice, this means the only statute you need to know is 29 U.S.C. § 207, which requires time-and-a-half pay for nonexempt employees after 40 hours in a workweek. The Alabama Department of Labor (labor.alabama.gov) handles certain workplace matters but refers all minimum-wage and overtime complaints directly to the U.S. Department of Labor's Wage and Hour Division, since there is no state-level authority to file a wage claim under.
How does this compare to neighboring states? Georgia's O.C.G.A. Title 34, Chapter 4 sets a $5.15 state minimum wage — still below the FLSA floor, but Georgia at least has an independent statutory framework. Mississippi, to the west, mirrors Alabama entirely: no state minimum wage and no state overtime law. By contrast, Tennessee has no state minimum wage but has the Tennessee Wage Regulation Act (T.C.A. § 50-2-103), which gives workers a state-law avenue for final paycheck disputes that Alabama workers lack.
Who is covered in Alabama? FLSA coverage depends on employer size and commerce: an enterprise employing two or more workers whose annual gross volume of sales or business is $500,000 or more is typically covered. Individual coverage also applies to workers engaged in interstate commerce or producing goods for it. Workers at smaller employers below the enterprise threshold who are not individually engaged in interstate commerce may fall outside the FLSA entirely — and since Alabama has no parallel state statute, those workers have no state-law fallback.
Because Alabama has no state wage-claim process, overtime violations in Alabama must be pursued directly with the U.S. DOL Wage and Hour Division or through a private FLSA lawsuit. The FLSA provides a 2-year statute of limitations for non-willful violations and 3 years for willful violations, plus liquidated damages equal to the unpaid wages when the employer cannot show good faith.