{"id":138549,"date":"2024-07-29T18:15:10","date_gmt":"2024-07-29T16:15:10","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=138549"},"modified":"2025-01-08T22:08:34","modified_gmt":"2025-01-08T20:08:34","slug":"tennessee-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/tennessee-minimum-wage\/","title":{"rendered":"Guide to the Tennessee Minimum Wage"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Although &#8220;The Volunteer State&#8221; follows <\/span><b>federal standards <\/b><span style=\"font-weight: 400;\">for most areas of employment, understanding the specifics of the <\/span><b>Tennessee minimum wage<\/b><span style=\"font-weight: 400;\"> and the state&#8217;s <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\"> is crucial for employers in the state. This includes guidelines for <\/span><b>overtime pay, youth employment, and tipped employees<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s post, we will share <\/span><b>everything you need to know about the Tennessee minimum wage<\/b><span style=\"font-weight: 400;\">, including <\/span><b>rates<\/b><span style=\"font-weight: 400;\">, <\/span><b>exemptions <\/b><span style=\"font-weight: 400;\">and <\/span><b>best practices<\/b><span style=\"font-weight: 400;\"> to ensure compliance with federal and state wage laws.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Tiers\">U.S. Minimum Wage Tiers<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Timeline\">Federal Minimum Wage: Timeline<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Tennessee\">The Tennessee Minimum Wage<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exempt\">Are Any Employees Exempt from the Tennessee Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">What Other Tennessee Wage Laws Are There?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Enforces\">Who Enforces Tennessee Minimum Wage Laws?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Best\">Best Practices for Employer Wage Law Compliance<\/a> <\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/payroll\">Centralize payroll management and get ahead<\/a>\ud83d\ude80<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/payroll\"><img decoding=\"async\" class=\"aligncenter wp-image-125685 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"763\" height=\"262\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 763px) 100vw, 763px\" \/><\/a><\/p>\n<h2><b><a name=\"Tiers\"><\/a>US Minimum Wage Tiers<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The minimum wage in the United States is a <\/span><b>complex system with multiple tiers<\/b><span style=\"font-weight: 400;\">, each set by a different level of government: <\/span><b>federal, state, and municipal<\/b><span style=\"font-weight: 400;\">. This progressive approach aims to ensure that workers across the country <\/span><b>receive a fair wage in line with local economic conditions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Federal Minimum Wage<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">As the <\/span><b>baseline<\/b><span style=\"font-weight: 400;\">, the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\"> is the <\/span><b>lowest hourly rate that employers are legally allowed to pay their employees<\/b><span style=\"font-weight: 400;\">. It is set by the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><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\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">) and was <\/span><b>last raised in 2009 to $7.25 per hour<\/b><span style=\"font-weight: 400;\">. This rate, which ensures that employers comply with a <\/span><b>basic level of compensation regardless of their location or industry<\/b><span style=\"font-weight: 400;\">, is <\/span><b>significantly lower than the <\/b><a href=\"https:\/\/www.bls.gov\/news.release\/empsit.t19.htm\" target=\"_blank\" rel=\"noopener\"><b>median hourly wage<\/b><\/a><span style=\"font-weight: 400;\"> of all workers in the United States ($35.00 per hour).\u00a0<\/span><\/p>\n<h3><b>State Minimum Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Recognizing <\/span><b>regional variations in state economies and the cost of living<\/b><span style=\"font-weight: 400;\">, there are now many <\/span><b>state minimum wage laws<\/b><span style=\"font-weight: 400;\"> that set the threshold <\/span><b>higher than the federal rate<\/b><span style=\"font-weight: 400;\">. These state-level mandates ensure that workers in higher-cost areas receive a <\/span><b>wage that reflects their cost of living<\/b><span style=\"font-weight: 400;\">. For example, the minimum wage is <\/span><b>$13.75 per hour<\/b><span style=\"font-weight: 400;\"> in <\/span><a href=\"https:\/\/factorialhr.com\/blog\/missouri-minimum-wage\/\"><b>Missouri<\/b><\/a><span style=\"font-weight: 400;\">, <\/span><b>$14.00 per hour<\/b><span style=\"font-weight: 400;\"> in <\/span><a href=\"https:\/\/factorialhr.com\/blog\/hawaii-minimum-wage\/#Rates\"><b>Hawaii<\/b><\/a><span style=\"font-weight: 400;\">, and <\/span><b>$16.66 per hour <\/b><span style=\"font-weight: 400;\">in <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employment-laws-in-washington-state\/#Wage\"><b>Washington State<\/b><\/a><span style=\"font-weight: 400;\"> (the <\/span><b>highest rate<\/b><span style=\"font-weight: 400;\"> in the country).\u00a0<\/span><\/p>\n<h3><b>Municipal Minimum Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">To further address <\/span><b>regional economic realities<\/b><span style=\"font-weight: 400;\">, some cities and counties have implemented <\/span><b>local minimum wage mandates <\/b><span style=\"font-weight: 400;\">that are <\/span><b>higher than both federal and state rates<\/b><span style=\"font-weight: 400;\">. This approach ensures that workers in urban centers, where the cost of living is often higher, receive <\/span><b>a wage that reflects their specific environment<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, in addition to regional differences, the minimum wage can also <\/span><b>vary based on industry<\/b><span style=\"font-weight: 400;\">. For example, the <\/span><b>minimum wage for tipped employees in the service industry<\/b><span style=\"font-weight: 400;\"> is typically <\/span><b>lower than the minimum wage for non-tipped employees<\/b><span style=\"font-weight: 400;\">. This is because many states expect tipped employees to receive a significant portion of their income from <\/span><b>tips<\/b><span style=\"font-weight: 400;\">. However, in some states, employers are required to <\/span><b>make up the difference<\/b><span style=\"font-weight: 400;\"> if the employee&#8217;s hourly wage plus tips does not equal <\/span><b>at least the minimum wage<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Timeline\"><\/a>Federal Minimum Wage: Timeline<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Before we explore the Tennessee minimum wage, let\u2019s take a look at a <\/span><b>timeline of the federal minimum wage<\/b><span style=\"font-weight: 400;\"> to help us understand its evolution and<\/span><b> impact on state wage laws<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Key Milestones in the History of the Federal Minimum Wage<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1938<\/b><span style=\"font-weight: 400;\">. The FLSA establishes the first federal minimum wage of $0.25 per hour. This provides workers with a baseline income and lays the groundwork for future labor standards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1950<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases to $0.75 per hour, expanding coverage to air transport industry workers. This increase is a reflection of post-war economic growth and an improvement in living standards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1966<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases to $1.40 per hour. This increase ensures wages keep up with productivity and the cost of living, reducing poverty significantly. Coverage is extended to public schools, nursing homes, laundries, and the construction industry<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1981<\/b><span style=\"font-weight: 400;\">. The federal minimum increases to $3.35 per hour and remains unchanged for almost a decade. This wage stagnation leads to an increase in income inequality.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1989<\/b><span style=\"font-weight: 400;\">. Changes to the law require businesses that make $500,000 or more per year to follow minimum wage rules, and the federal minimum wage is increased to $3.80 per hour\u200b.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1997<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases to $5.15 per hour during the Clinton administration. This raise is part of a series of increases aimed at boosting the income of low-wage workers. However, even though it provides a significant boost in nominal wages, it still lags behind inflation and cost of living increases.\u200b\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>2007-2009<\/b><span style=\"font-weight: 400;\">. The federal minimum wage increases in three stages to $7.25 per hour, where it has remained until now despite rising living costs. This is the longest period in U.S. history without an increase, significantly eroding the real value of the minimum wage and leading to financial insecurity and increased reliance on social safety nets. There are currently no plans to increase the federal minimum wage.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Tennessee\"><\/a>The Tennessee Minimum Wage<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In Tennessee, the minimum wage is set at the <\/span><b>federal rate of <\/b><a href=\"https:\/\/www.minimum-wage.org\/tennessee\" target=\"_blank\" rel=\"noopener\"><b>$7.25 per hour<\/b><\/a><span style=\"font-weight: 400;\">, as the state <\/span><b>does not have its own minimum wage law<\/b><span style=\"font-weight: 400;\">. This means that most workers in Tennessee are entitled to this federal minimum wage.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This reliance on the federal minimum wage ties directly into the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">, which is the <\/span><b>overarching federal legislation<\/b><span style=\"font-weight: 400;\"> that establishes the minimum wage, overtime pay, recordkeeping, and child labor standards across the United States. The FLSA ensures that workers in states like Tennessee, which do not have their own minimum wage laws, are <\/span><b>still protected by a baseline wage standard<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>What Is the Fair Labor Standards Act?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">So, what is the FLSA exactly?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Fair Labor Standards Act (FLSA) of 1938 <\/b><span style=\"font-weight: 400;\">establishes a number of <\/span><b>employee rights and employer obligations<\/b><span style=\"font-weight: 400;\"> in the US. This includes the right to a <\/span><b>minimum wage<\/b><span style=\"font-weight: 400;\">, <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> regulations, and employer <\/span><b>recordkeeping requirements<\/b><span style=\"font-weight: 400;\">. It also includes limits to <\/span><a href=\"https:\/\/factorialhr.com\/blog\/working-hours-limit\/\"><b>working hours limits<\/b><\/a><span style=\"font-weight: 400;\"> and <\/span><b>child labor standards<\/b><span style=\"font-weight: 400;\">. The act applies to all employees working in the <\/span><b>private sector<\/b><span style=\"font-weight: 400;\"> and <\/span><b>federal, state, and local governments<\/b><span style=\"font-weight: 400;\">. Failure to comply with any aspect of the FLSA can result in <\/span><b>penalties, litigation, and reputational damage<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The FLSA applies to <\/span><b>all non-exempt employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>What Is a Non-Exempt Employee?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">One important thing to consider in terms of the Tennessee minimum wage is the <\/span><b>employment classification of your workers<\/b><span style=\"font-weight: 400;\">. In other words, whether your employees are classified as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><b>exempt or non-exempt<\/b><\/a><b> from the provisions of the Fair Labor Standards Act<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But what do we mean by this?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To determine <\/span><b>if you should classify your employees as exempt or non-exempt<\/b><span style=\"font-weight: 400;\">, you need to consider the following:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary level<\/b><span style=\"font-weight: 400;\">. Firstly, are you paying the employee more than $43,888 per year?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary basis<\/b><span style=\"font-weight: 400;\">. Secondly, do you offer them a guaranteed minimum compensation amount, regardless of the hours they work?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Duties<\/b><span style=\"font-weight: 400;\">. Finally, have you contracted them to perform an exempt job duty? (Professional duties that require specialized education; executive duties such as supervising a team; or administrative duties that require the use of discretion and judgment)<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If an employee is <\/span><b>exempt<\/b><span style=\"font-weight: 400;\">, they are <\/span><b>not subject to the minimum wage and overtime provisions of the FLSA<\/b><span style=\"font-weight: 400;\">, provided they meet all the criteria of the FSLA. This is because they are <\/span><b>typically paid a salary rather than an hourly wage<\/b><span style=\"font-weight: 400;\">. However, in terms of Tennessee minimum wage laws, you must still ensure they receive a salary that <\/span><b>averages out to at least the federal minimum wage of $7.25 per hour<\/b><span style=\"font-weight: 400;\"> for the hours they work.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If an employee is <\/span><b>non-exempt<\/b><span style=\"font-weight: 400;\"> (usually applies to hourly employees), you must pay them <\/span><b>at least the federal minimum wage of $7.25 per hour<\/b><span style=\"font-weight: 400;\"> (the Tennessee minimum wage). Non-exempt employees are also eligible for <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> at <\/span><b>1.5 times their regular rate<\/b><span style=\"font-weight: 400;\"> for any hours worked over 40 in a workweek (more on this below).<\/span><\/p>\n<h2><b><a name=\"Exempt\"><\/a>Are Any Employees Exempt from the Tennessee Minimum Wage? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Since Tennessee does not have a state-specific minimum wage and <\/span><b>follows the federal minimum wage of $7.25 per hour<\/b><span style=\"font-weight: 400;\">, the <\/span><b>exemptions <\/b><span style=\"font-weight: 400;\">to the Tennessee minimum wage are essentially the same as <\/span><b>those outlined under federal law<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an <\/span><b>overview <\/b><span style=\"font-weight: 400;\">of these exemptions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tipped employees<\/b><span style=\"font-weight: 400;\">. Firstly, you can pay tipped employees a reduced rate of $2.13 per hour if their tips bring their total earnings to at least $7.25 per hour. If they don\u2019t, then you must cover the tip deficit.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Student workers<\/b><span style=\"font-weight: 400;\">. Secondly, you can pay full-time college or high school students 85% of the Tennessee minimum wage. However, students must be enrolled in a work-study program or work 20 hours (or less) per week.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Young workers<\/b><span style=\"font-weight: 400;\">. In addition, you can pay employees under 20 a reduced rate of $4.25 per hour during the first 90 days of employment. After 90 days, you must pay them the full Tennessee minimum wage.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employees with disabilities<\/b><span style=\"font-weight: 400;\">. Finally, you can pay employees with a disability a lower rate provided you obtain a certificate from the U.S. Department of Labor. This special permission allows employers to pay wages based on the productivity of the worker, which might be less than the Tennessee minimum wage.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Laws\"><\/a>What Other Tennessee Wage Laws Are There? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the Tennessee minimum wage (federal rate), the state has a number of <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\"> that employers need to understand as these can have an<\/span><b> impact<\/b><span style=\"font-weight: 400;\"> on an <\/span><b>employee\u2019s wages<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore these <\/span><b>additional Tennessee wage laws<\/b><span style=\"font-weight: 400;\"> in a bit more detail so you can make sure your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> meets all requirements.<\/span><\/p>\n<h3><b>Tennessee Wage and Hour Act<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Tennessee Wage Regulations Act<\/b><span style=\"font-weight: 400;\">, enforced by the Tennessee Department of Labor and Workforce Development, protects wage earners from <\/span><b>unfair practices <\/b><span style=\"font-weight: 400;\">regarding <\/span><b>pay, breaks, and meal periods<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, according to the <\/span><b>Tennessee Wage Regulations Act<\/b><span style=\"font-weight: 400;\">, employers in the state must:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Provide unpaid meal breaks<\/b><span style=\"font-weight: 400;\">. Firstly, employers must provide a 30-minute unpaid meal or rest period to employees scheduled to work six consecutive hours, except in certain workplace environments where there is ample opportunity for rest or breaks.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Pay wages promptly<\/b><span style=\"font-weight: 400;\">. Secondly, employers must pay employees all wages earned by the next regular payday following the end of the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-period\/\"><span style=\"font-weight: 400;\">pay period<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Issue final paychecks<\/b><span style=\"font-weight: 400;\">. In addition, employers must pay employees who leave or are discharged from employment all wages or salary earned no later than the next regular payday or within 21 days of termination, whichever comes later.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Prevent unauthorized deductions<\/b><span style=\"font-weight: 400;\">. Finally, employers cannot make deductions from an employee\u2019s paycheck without the employee\u2019s consent unless required by law.<\/span><\/li>\n<\/ul>\n<h3><b>Tennessee Lawful Employment Act (TLEA)\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Tennessee Lawful Employment Act (TLEA)<\/b><span style=\"font-weight: 400;\"> requires all employers in Tennessee to demonstrate that they are<\/span><b> hiring and maintaining a legal workforce<\/b><span style=\"font-weight: 400;\">. In other words, employers must verify the legal working status of all employees.\u00a0<\/span><\/p>\n<p><b>Key requirements:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>E-Verify system<\/b><span style=\"font-weight: 400;\">. As of January 1, 2023, if you are a private employer with 35 or more full-time equivalent employees under the same FEIN, you must use the federal E-Verify employment verification process. This applies to employees working in or outside the state of Tennessee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Document retention<\/b><span style=\"font-weight: 400;\">. Employers must retain records of the verification process for each employee. This includes maintaining E-Verify case results. Maintain these records for at least three years after an employee&#8217;s departure.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Affidavit submission<\/b><span style=\"font-weight: 400;\">. In certain cases, employers may need to submit an affidavit confirming that they have verified the employment eligibility of their workforce.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Visit the Tennessee Department of Labor and Workforce Development&#8217;s <\/span><a href=\"https:\/\/www.tn.gov\/workforce\/employers\/staffing-redirect\/hiring-regulations\/employment-verification.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">employment verification page<\/span><\/a><span style=\"font-weight: 400;\"> for more information.\u00a0<\/span><\/p>\n<h3><b>Illegal Alien Act<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers cannot knowingly <\/span><b>employ, recruit, or refer for a fee for employment of an illegal alien<\/b><span style=\"font-weight: 400;\">. Employers must use the federal E-Verify system (above) or retain documentation to <\/span><b>verify the work authorization status of all new hires<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Prevailing Wage Act<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Prevailing Wage Act<\/b><span style=\"font-weight: 400;\"> protects wage earners from unfair practices regarding pay on <\/span><b>state-funded highway construction projects<\/b><span style=\"font-weight: 400;\">. The Act also requires the Department of Labor and Workforce Development to <\/span><b>conduct a survey<\/b><span style=\"font-weight: 400;\"> to determine <\/span><b>wage rates for various job classifications<\/b><span style=\"font-weight: 400;\"> for state-funded highway construction projects.<\/span><\/p>\n<h3><b>Child Labor Act<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Tennessee\u2019s <\/span><b>Child Labor Law<\/b><span style=\"font-weight: 400;\"> includes protections for minors between 14 and 17 years of age. The purpose of this law is to ensure that the work being performed is <\/span><b>safe<\/b><span style=\"font-weight: 400;\"> and does not jeopardize the <\/span><b>health, well-being, or educational opportunities<\/b><span style=\"font-weight: 400;\"> of these young people.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, <\/span><b>Tennessee\u2019s Child Labor Act<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prohibits the employment of minors in <\/span><b>certain occupations<\/b><span style=\"font-weight: 400;\"> and in <\/span><b>working conditions <\/b><span style=\"font-weight: 400;\">that may be <\/span><b>hazardous<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Restricts when a minor can work <\/span><b>during a school day<\/b><span style=\"font-weight: 400;\"> and the <\/span><b>number of hours <\/b><span style=\"font-weight: 400;\">they are allowed to work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Allows <\/span><b>exceptions <\/b><span style=\"font-weight: 400;\">to these laws when the minor is enrolled in a <\/span><b>Work Based Learning (WBL) Program<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<h3><b>Workers\u2019 Compensation<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Tennessee requires employers to carry<\/span> <a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation\/\"><b>workers\u2019 compensation<\/b><\/a><b> insurance<\/b><span style=\"font-weight: 400;\"> to cover <\/span><b>medical expenses and lost wages<\/b><span style=\"font-weight: 400;\"> for employees who are<\/span><b> injured on the job<\/b><span style=\"font-weight: 400;\">. This ensures that employees receive necessary<\/span><b> medical care<\/b><span style=\"font-weight: 400;\"> and <\/span><b>compensation for lost income due to workplace injuries<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Employment Recordkeeping<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to Tennessee law, employers must <\/span><b>maintain accurate records<\/b><span style=\"font-weight: 400;\"> of all <\/span><b>hours worked<\/b><span style=\"font-weight: 400;\"> and <\/span><b>wages paid to employees<\/b><span style=\"font-weight: 400;\">. These records must be retained for a minimum of <\/span><b>three years<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These records must include the following:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee identification<\/b><span style=\"font-weight: 400;\">. Names, addresses, social security numbers, and occupations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Work schedules<\/b><span style=\"font-weight: 400;\">. Days and hours worked each day and week.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Pay records<\/b><span style=\"font-weight: 400;\">. Total daily or weekly earnings, regular and overtime pay, deductions, and net wages.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Time records<\/b><span style=\"font-weight: 400;\">. Time records must detail the starting and stopping times of work periods.<\/span><\/li>\n<\/ul>\n<h3><b>Wage Poster<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Fair Labor Standards Act<\/b><span style=\"font-weight: 400;\"> and <\/span><b>Tennessee labor law<\/b><span style=\"font-weight: 400;\"> require all employers in Tennessee to visibly display an <\/span><b>approved Tennessee minimum wage poster<\/b><span style=\"font-weight: 400;\">, and other <\/span><a href=\"https:\/\/www.tn.gov\/workforce\/general-resources\/major-publications0\/major-publications-redirect\/posters-redirect\/required-posters.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Tennessee and federal labor law posters<\/span><\/a><span style=\"font-weight: 400;\">, to ensure that <\/span><b>all employees are aware of federal and Tennessee labor law and overtime regulations<\/b><span style=\"font-weight: 400;\">. Failure to display a Tennessee wage law poster in the workplace can result in <strong>severe fines<\/strong>.<\/span><\/p>\n<h3><b>Tennessee Equal Pay Act<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, the <\/span><b>Tennessee Equal Pay Act<\/b><span style=\"font-weight: 400;\"> requires employers to provide <\/span><b>equal pay for men and women performing comparable work<\/b><span style=\"font-weight: 400;\">. Specifically, this means that <\/span><b>employers cannot discriminate between employees on the basis of sex<\/b><span style=\"font-weight: 400;\"> by paying <\/span><b>different wage rates<\/b><span style=\"font-weight: 400;\"> for jobs that require comparable <\/span><b>skill, effort, and responsibility<\/b><span style=\"font-weight: 400;\">, and that are performed under <\/span><b>similar working conditions<\/b><span style=\"font-weight: 400;\">. This aligns with the requirements of the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">federal Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Enforces\"><\/a>Who Enforces Tennessee Minimum Wage Laws?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.tn.gov\/workforce.html\" target=\"_blank\" rel=\"noopener\"><b>Tennessee Department of Labor and Workforce Development<\/b><\/a><span style=\"font-weight: 400;\"> oversees the regulation of all wage laws in the state, including enforcing the <\/span><b>Tennessee Wage and Hour Act<\/b><span style=\"font-weight: 400;\"> and the <\/span><b>Tennessee Child Labor Act<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, since Tennessee adheres to the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\"> and does not have a <\/span><b>state-specific minimum wage law<\/b><span style=\"font-weight: 400;\">, the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL)<\/span><\/a><span style=\"font-weight: 400;\"> enforces the Tennessee minimum wage and all additional wage laws in the state.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, the <\/span><a href=\"https:\/\/www.tn.gov\/workforce\/employers\/safety---health\/regulations-compliance\/regulations---compliance-redirect\/labor-standards-unit.html\" target=\"_blank\" rel=\"noopener\"><b>Tennessee Labor Standards Unit<\/b><\/a><span style=\"font-weight: 400;\"> enforces 6 labor laws in the state. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, this includes: <\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">The <\/span><b>Child Labor Act<\/b><\/li>\n<li><span style=\"font-weight: 400;\">The <\/span><b>Wage Regulations Act<\/b><\/li>\n<li><span style=\"font-weight: 400;\">The <\/span><b>Prevailing Wage Act<\/b><\/li>\n<li><span style=\"font-weight: 400;\">The <\/span><b>Illegal Alien Act<\/b><\/li>\n<li><span style=\"font-weight: 400;\">The <\/span><b>Tennessee Lawful Employment Act<\/b><\/li>\n<li><span style=\"font-weight: 400;\">The <\/span><b>Non-Smoker Protection Act<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Every year the unit conducts <\/span><b>child-labor and non-smoker protection inspections<\/b><span style=\"font-weight: 400;\">, processes <\/span><b>claims for unpaid wages<\/b><span style=\"font-weight: 400;\">, and performs <\/span><b>on-site prevailing wage inspections<\/b><span style=\"font-weight: 400;\"> on state-funded highway construction projects to ensure workers are correctly paid. The unit also <\/span><b>receives complaints<\/b><span style=\"font-weight: 400;\"> from local, state and federal agencies if there are allegations of <\/span><b>unlawful hiring practices<\/b><span style=\"font-weight: 400;\"> related to illegal aliens and whether workers are <\/span><b>lawfully authorized to work<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><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=\"905\" height=\"311\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 905px) 100vw, 905px\" \/><\/a><\/p>\n<h2><b><a name=\"Best\"><\/a>Best Practices for Employer Wage Law Compliance <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much <\/span><b>everything you need to know about the Tennessee minimum wage<\/b><span style=\"font-weight: 400;\"> and the state&#8217;s <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\">. All that\u2019s left now is to make sure that<\/span><b> your Tennessee business meets the legal requirements of these laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, we\u2019ve put together a handy list of <\/span><b>essential tips and best practices<\/b><span style=\"font-weight: 400;\"> to help you protect your business from potential <\/span><b>non-compliance fines and penalties<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Monitor working hours<\/b><span style=\"font-weight: 400;\">. Firstly, track and calculate employee working hours and make sure you pay non-exempt employees overtime pay if they work beyond 40 hours in a week. Factorial\u2019s time tracking feature enables real-time monitoring of working hours, including overtime. This allows you to maintain and generate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">accurate records and reports<\/span><\/a><span style=\"font-weight: 400;\"> and identify and address any issues promptly, ensuring compliance with overtime and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">time-tracking requirements<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Maintain detailed records<\/b><span style=\"font-weight: 400;\">. Secondly, keep comprehensive records of all hours worked, wages paid, and deductions for at least three years. Factorial\u2019s HRIS automates recordkeeping, storing all data in a centralized digital format for easy access and compliance with record retention laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Schedule employee breaks properly<\/b><span style=\"font-weight: 400;\">. In addition, make sure you provide the required 30-minute unpaid meal break for employees working six consecutive hours. Factorial\u2019s scheduling software manages and schedules breaks effectively, ensuring compliance with Tennessee&#8217;s break regulations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Implement an effective payroll system<\/b><span style=\"font-weight: 400;\">. Finally, ensure compliance with the Tennessee minimum wage by regularly updating your payroll systems. <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">Factorial\u2019s <\/span><\/a><span style=\"font-weight: 400;\">payroll software automatically updates wage rates, ensuring compliance and reducing underpayment risks. What\u2019s more,<\/span><b> our <\/b><b>payroll software<\/b><b> integrates seamlessly with our time-tracking and scheduling features<\/b><span style=\"font-weight: 400;\">, making it easy to <\/span><b>monitor employee hours, manage overtime, and schedule required breaks<\/b><span style=\"font-weight: 400;\">. This comprehensive approach helps you <strong>maintain accurate records<\/strong> and <strong>adhere to all <b>Tennessee <\/b>wage laws<\/strong>, protecting your business from legal issues and ensuring fair treatment of your employees.<\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Although &#8220;The Volunteer State&#8221; follows federal standards for most areas of employment, understanding the specifics of the Tennessee minimum wage and the state&#8217;s additional wage laws is crucial for employers in the state. This includes guidelines for overtime pay, youth employment, and tipped employees.\u00a0 In today\u2019s post, we will share everything you need to know<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/tennessee-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":138560,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-138549","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"payroll"},"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>Guide to the Tennessee Minimum Wage | Factorial<\/title>\n<meta name=\"description\" content=\"Everything employers need to know about the Tennessee minimum wage: rates, exemptions, additional wage laws and best practices for compliance\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Guide to the Tennessee Minimum Wage\" \/>\n<meta property=\"og:description\" content=\"Everything employers need to know about the Tennessee minimum wage: rates, exemptions, additional wage laws and best practices for compliance\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/tennessee-minimum-wage\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/factorialhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-07-29T16:15:10+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-01-08T20:08:34+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/07\/29175946\/Tennessee-minimum-wage.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:site\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/tennessee-minimum-wage\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/tennessee-minimum-wage\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"Guide to the Tennessee Minimum Wage\",\"datePublished\":\"2024-07-29T16:15:10+00:00\",\"dateModified\":\"2025-01-08T20:08:34+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/tennessee-minimum-wage\/\"},\"wordCount\":2785,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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