Wyoming Overtime Laws 2026
Wyoming state labor statutes present a unique conflict in minimum wage rates, but overtime guidelines tightly align with the federal Fair Labor Standards Act (FLSA). There are no state-specific daily overtime thresholds or double-time regulations, making overtime strictly a weekly threshold calculation.
Key Wage and Hour Rules:
- Weekly Overtime Limit: Non-exempt employees are entitled to receive 1.5 times their regular hourly rate for all hours worked over 40 in a single workweek.
- The Minimum Wage Conflict: Wyoming's statutory state minimum wage remains at an outdated **$5.15 per hour**. However, under federal guidelines, any employer engaged in interstate commerce or grossing $500,000+ annually **must pay the federal minimum wage of $7.25 per hour**. In practice, nearly all Wyoming employers are bound by the $7.25 floor.
- Tipped Minimum Cash Wage: Tipped employees in Wyoming receive a cash wage of at least $2.13 per hour, with tips required to make up the rest of the federal $7.25/hr floor.
Day Rates in the Energy Sector: Auditing Your Wyoming Overtime Rights
In Wyoming's extensive oil, natural gas, and coal extraction industries (such as operations in the Powder River Basin or Green River), many workers are paid a flat "day rate." It is a common misconception that a day rate exempts a worker from overtime pay.
Non-exempt oilfield workers paid a day rate are legally protected by the FLSA. When total weekly hours worked exceed 40, they are entitled to an additional **half-time (0.5x) overtime premium**.
The Half-Time (0.5x) Overtime Calculation:
Under the FLSA, because the flat day rate has already paid the "base rate" for all hours worked, the employer only needs to pay an additional **0.5x premium** for overtime hours. The mathematical progression is as follows:
| Calculation Phase | Mathematical Formula | Wyoming Energy Worker Example ($300/day, 5 days, 60 hours) |
|---|---|---|
| 1. Base Weekly Earnings | Day Rate × Days Worked |
$300.00 × 5 days = $1,500.00 |
| 2. Regular Hourly Rate | Base Weekly Earnings ÷ Total Hours Worked |
$1,500.00 ÷ 60 hours = $25.00/hr |
| 3. Overtime Premium Rate | Regular Hourly Rate × 0.5 |
$25.00/hr × 0.5 = $12.50/hr |
| 4. Overtime Premium Owed | Overtime Hours × Overtime Premium Rate |
20 hours × $12.50 = $250.00 |
| 5. Total Gross Pay Owed | Base Weekly Earnings + Overtime Premium Owed |
$1,500.00 + $250.00 = $1,750.00 |
Step-by-step mathematical progression of day-rate overtime premium calculation under federal FLSA regulations.
The US Supreme Court Ruling (Helix v. Hewitt):
In 2023, the US Supreme Court confirmed in Helix Energy Solutions Group, Inc. v. Hewitt that paying an employee a flat day rate does not meet the "salary basis" test required for white-collar exemptions. Therefore, even highly compensated day-rate employees are non-exempt and must receive overtime premiums for hours worked over 40.