Intro to New Hampshire Labor Laws
Get an overview of the New Hampshire labor laws small businesses should know when hiring, and updates on employment laws that could impact your business.
Minimum Wage
The minimum wage in New Hampshire is $7.25 per hour, which is the same as the federal minimum wage.
References: New Hampshire Minimum Wage
Minimum Exempt Salary Requirements
New Hampshire follows the federal minimum exempt requirement of $884 per week or $43,888 per year for most exemptions from minimum wage and overtime.
References: Federal Minimum Exemption Threshold
Meal & Rest Laws
In New Hampshire, employers are required to give employees a 30-minute meal period after five hours of work. Employees aren’t expected to work during meal periods. If an employer can’t provide a meal period, they must pay employees if they eat while working. New Hampshire follows federal regulations and doesn’t require employers to offer rest breaks.
References: Wage & Work Hours FAQ
Lactation Accommodation Laws
New Hampshire follows federal law and doesn’t have state-specific lactation accommodations laws or regulations.
Updates to New Hampshire Labor Laws
Keep up to date with important changes to state and local employment laws in New Hampshire.
New Hampshire has enacted its own CROWN Act signed into law by Governor Chris Sununu. The law prohibits workplace discrimination based on hairstyles associated with ethnicity, such as braids, twists, and locs. This legislation aims to protect employees from discrimination related to their ethnic and cultural hair expressions.
New Hampshire has announced it will establish a voluntary paid leave program, the Granite State Paid Family Leave Plan, that will provide eligible workers with up to 6 weeks of partially paid leave for personal health or family care reasons. Private employers with more than 50 employees will be able to opt into the Granite State Paid Family Leave Plan policies. Employers in New Hampshire should stay tuned for updates as this new program develops.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.
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