{"id":138625,"date":"2024-07-30T17:55:01","date_gmt":"2024-07-30T15:55:01","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=138625"},"modified":"2025-01-08T01:35:23","modified_gmt":"2025-01-07T23:35:23","slug":"oklahoma-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/","title":{"rendered":"What Is the Oklahoma Minimum Wage?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Oklahoma ranks <\/span><b>47th<\/b><span style=\"font-weight: 400;\"> in terms of<\/span><b> low-wage workers<\/b><span style=\"font-weight: 400;\"> in the country, primarily because the <\/span><b>Oklahoma minimum wage<\/b><span style=\"font-weight: 400;\"> hasn&#8217;t been raised since 2009. This lack of <\/span><b>wage growth<\/b><span style=\"font-weight: 400;\"> has had <\/span><b>serious consequences<\/b><span style=\"font-weight: 400;\"> for many workers in the state. However, there is now a <\/span><b>growing push from advocates, labor unions, and lawmakers<\/b><span style=\"font-weight: 400;\"> to <strong>raise the Oklahoma minimum wage<\/strong> and address the <strong>economic challenges faced by low-wage workers<\/strong>.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But what is the <strong>Oklahoma minimum wage<\/strong> and what changes could the state see <strong>if these initiatives are successful<\/strong>?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Read on to discover <\/span><b>everything you need to know about the Oklahoma 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 how this growing push is looking to <\/span><b>untie the state from the federal minimum wage<\/b><span style=\"font-weight: 400;\"> and create a more <\/span><b>equitable wage system<\/b><span style=\"font-weight: 400;\"> in Oklahoma. We will also share <\/span><b>tips and best practices<\/b><span style=\"font-weight: 400;\"> to help your business comply with all federal and state employee wage regulations.<\/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>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Oklahoma\">What Is the Oklahoma Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#832\">What Is State Question 832?<\/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 Oklahoma Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Wage\">What Other Oklahoma 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 Oklahoma Wage Laws?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Compliance\">Best Practices for Employer Wage Law Compliance<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.com\/payroll\">Manage payroll on time and error-free with Factorial<\/a> \u2705<\/span><\/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=\"923\" height=\"317\" 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: 923px) 100vw, 923px\" \/><\/a><\/p>\n<h2><b><a name=\"Tiers\"><\/a>U.S. Minimum Wage Tiers<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/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><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><span style=\"font-weight: 400;\"> (<\/span><span style=\"font-weight: 400;\">FLSA<\/span><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 local 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 environments<\/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;\">.<\/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 Oklahoma 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 the state&#8217;s 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, resulting in 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=\"Oklahoma\"><\/a>What Is the Oklahoma Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Oklahoma minimum wage<\/b><span style=\"font-weight: 400;\"> is currently <\/span><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">, in line with the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\">. Twenty states use the federal minimum wage of $7.25 including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/alabama-minimum-wage\/\"><span style=\"font-weight: 400;\">Alabama<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/georgia-minimum-wage\/\"><span style=\"font-weight: 400;\">Georgia<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/indiana-minimum-wage\/\"><span style=\"font-weight: 400;\">Indiana<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/kentucky-state-labor-laws\/\"><span style=\"font-weight: 400;\">Kentucky<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/louisiana-minimum-wage\/\"><span style=\"font-weight: 400;\">Louisiana<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/minimum-wage-in-north-carolina\/\"><span style=\"font-weight: 400;\">North Carolina<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pennsylvania-minimum-wage\/\"><span style=\"font-weight: 400;\">Pennsylvania<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/tennessee-minimum-wage\/\"><span style=\"font-weight: 400;\">Tennessee<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-texas\/\"><span style=\"font-weight: 400;\">Texas<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/wisconsin-minimum-wage\/\"><span style=\"font-weight: 400;\">Wisconsin<\/span><\/a><span style=\"font-weight: 400;\">, and Oklahoma. 30 states have state minimum wages that are<\/span><b> above the federal minimum wage<\/b><span style=\"font-weight: 400;\">, such as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/california-minimum-wage\/\"><span style=\"font-weight: 400;\">California<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-minimum-wage\/\"><span style=\"font-weight: 400;\">Florida<\/span><\/a><span style=\"font-weight: 400;\">, and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/massachusetts-minimum-wage\/\"><span style=\"font-weight: 400;\">Massachusetts<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Oklahoma minimum wage applies to most workers in the state unless they are <\/span><b>exempt under specific federal or state laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, Oklahoma employers with <\/span><b>ten or more full-time employees at any one location<\/b><span style=\"font-weight: 400;\"> or employers with <\/span><b>annual gross sales over $100,000<\/b><span style=\"font-weight: 400;\"> must offer the following <\/span><b>minimum hourly wage<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">. This is the federal minimum wage, and it applies to most workers in Oklahoma.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>$2.13 per hour<\/b><span style=\"font-weight: 400;\">. This rate typically applies to workers who earn tips, such as servers. Under federal law, employers can pay tipped employees a lower cash wage as long as the sum of the cash wage and tips received is at least equal to the federal minimum wage of $7.25 per hour. If the combined amount of the tips and the $2.13 cash wage does not equal at least $7.25 per hour, the employer must make up the difference.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">However, the Oklahoma minimum wage has remained as above <\/span><b>since 2009<\/b><span style=\"font-weight: 400;\">, so it has become much harder for <\/span><b>low-wage workers<\/b><span style=\"font-weight: 400;\"> to keep up with the<\/span><b> rising cost of living<\/b><span style=\"font-weight: 400;\">. Because of this <\/span><b>stagnation<\/b><span style=\"font-weight: 400;\">, there have been more efforts to <\/span><b>raise the Oklahoma minimum wage<\/b><span style=\"font-weight: 400;\">, including a proposed initiative known as <\/span><b>State Question 832<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"832\"><\/a>What Is State Question 832? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">State Question 832 is a proposed initiative that aims to <\/span><b>amend the Oklahoma Minimum Wage Act<\/b><span style=\"font-weight: 400;\"> and <\/span><b>increase the state&#8217;s minimum wage<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The amendment, if approved, would gradually <\/span><b>raise the Oklahoma minimum wage<\/b><span style=\"font-weight: 400;\"> from the <\/span><b>current rate of $7.25 per hour<\/b><span style=\"font-weight: 400;\"> to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">$9 per hour by 2025<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">$10.50 per hour by 2026<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">$12 per hour by 2027<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">$13.50 per hour by 2028<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">$15 per hour by 2029<\/span><\/li>\n<\/ul>\n<p>Originally, State Question 832 was set to be included in the 2024 elections. Unfortunately, it was not included in the 2024 elections and Oklahoma residents will have a chance to <strong>vote for this ballot on June 16, 2026.\u00a0<\/strong>In addition, <strong>minimum wage rates will not apply retroactively<\/strong>; meaning, if this ballot is approved, the first increase would take place in 2027.<\/p>\n<p><span style=\"font-weight: 400;\">After reaching $15 per hour, the minimum wage would then be <\/span><b>adjusted annually based on inflation<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><b><a name=\"Exempt\"><\/a>Are Any Employees Exempt from the Oklahoma Minimum Wage? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Since Oklahoma 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 Oklahoma 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. However, their tips must 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 Oklahoma 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 Oklahoma 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. However, you must first 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.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Wage\"><\/a>What Other Oklahoma Wage Laws Are There? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the Oklahoma minimum wage, 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 Oklahoma 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>Overtime Pay<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Oklahoma follows <\/span><a href=\"https:\/\/factorialhr.com\/blog\/new-overtime-rules-2024\/\"><span style=\"font-weight: 400;\">federal overtime pay laws<\/span><\/a><span style=\"font-weight: 400;\"> under 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;\">). This means that you must offer eligible employees <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> if they work <\/span><b>beyond their contracted hours<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To determine <\/span><b>if an employee is eligible or exempt<\/b><span style=\"font-weight: 400;\">, you first need to determine <\/span><b>what their FLSA status is<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Consider the following<\/b><span style=\"font-weight: 400;\">:<\/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 <\/span><b>meets the above criteria<\/b><span style=\"font-weight: 400;\">, then they are considered <\/span><b>exempt from the FLSA <\/b><span style=\"font-weight: 400;\">and you have <\/span><b>no obligation to pay them overtime<\/b><span style=\"font-weight: 400;\"> if they work over their contracted hours. However, if your employees are <\/span><b>non-exempt<\/b><span style=\"font-weight: 400;\"> (they do not meet any of the above criteria) then you <\/span><b>must follow the FLSA\u2019s overtime rules<\/b><span style=\"font-weight: 400;\">. Essentially this means that you must offer <\/span><b>overtime pay <\/b><span style=\"font-weight: 400;\">for any hours worked <\/span><b>over 40 in a workweek<\/b><span style=\"font-weight: 400;\"> at a rate not less than <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><span style=\"font-weight: 400;\">time and a half<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Payday Requirements<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">According to <\/span><a href=\"https:\/\/oklahoma.gov\/content\/dam\/ok\/en\/labor\/documents\/safety-and-health\/workplace-rights\/wage-hour\/20190114_TRANS_RUL_WH_Rules.pdf\" target=\"_blank\" rel=\"noopener\"><b>Oklahoma Wage Law<\/b><\/a><span style=\"font-weight: 400;\">, you must pay all <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">non-exempt employees<\/span><\/a><span style=\"font-weight: 400;\"> their due wages <\/span><b>at least twice each calendar month<\/b><span style=\"font-weight: 400;\"> on <\/span><b>scheduled paydays<\/b><span style=\"font-weight: 400;\"> (semimonthly or <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-biweekly-pay\/\"><span style=\"font-weight: 400;\">biweekly<\/span><\/a><span style=\"font-weight: 400;\">). Each payment of wages must include an <\/span><b>itemized statement of deductions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you hire <\/span><b>state, county, or municipal employees<\/b><span style=\"font-weight: 400;\">, you must pay them <\/span><b>at least once each calendar month<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Wage Deductions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">You can only <\/span><b>legally make deductions from an employee\u2019s wages<\/b><span style=\"font-weight: 400;\"> under <\/span><b>certain conditions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Accepted reasons include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Mandatory deductions<\/b><span style=\"font-weight: 400;\">. As an employer, you must deduct <\/span><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><span style=\"font-weight: 400;\">state and federal taxes<\/span><\/a><span style=\"font-weight: 400;\">. You must also deduct FICA (Social Security and Medicare) contributions. Check out this <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll-checklist\/\"><span style=\"font-weight: 400;\">payroll checklist<\/span><\/a><span style=\"font-weight: 400;\"> for more information.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Court-ordered deductions<\/b><span style=\"font-weight: 400;\">. You must withhold wages if a court orders you to do so.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Agreed deductions<\/b><span style=\"font-weight: 400;\">. Employers and employees can agree to certain deductions if they have a written and signed agreement. These can include:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Repaying a loan or advance, or recovering a payroll overpayment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Cost of merchandise bought by the employee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Uniforms<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Insurance premiums<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Contributions to retirement or investment plans<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Costs for breakage, loss of merchandise, inventory shortages, or cash shortages (the employee must be solely responsible for the loss or damage)<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><b>Child Labor Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The minimum age to be employed in Oklahoma is <\/span><b>14 years<\/b><span style=\"font-weight: 400;\">. The only exception to this is if a child is <\/span><b>working in a family business<\/b><span style=\"font-weight: 400;\"> or performing <\/span><b>certain agricultural jobs<\/b><span style=\"font-weight: 400;\">. Children under 14 can also work as <\/span><b>actors or performers<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, all Oklahoma students who are <\/span><b>14 and 15 years of age<\/b><span style=\"font-weight: 400;\"> must obtain a <\/span><b>work permit<\/b><span style=\"font-weight: 400;\"> (also known as an <\/span><b>employment certificate<\/b><span style=\"font-weight: 400;\">) before getting a job or participating in work-based learning.<\/span><\/p>\n<h3><b>Meal and Rest Breaks<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Oklahoma employment laws include <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-federal-employee-break-laws\/\"><span style=\"font-weight: 400;\">federal guidelines for work breaks<\/span><\/a><span style=\"font-weight: 400;\">, ensuring employees have time to <\/span><b>rest and recharge<\/b><span style=\"font-weight: 400;\"> during their shifts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s what you need to know:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Meal breaks<\/b><span style=\"font-weight: 400;\">. Firstly, employees under the age of 16 must receive a 30-minute break for every 5 consecutive hours of work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Short breaks<\/b><span style=\"font-weight: 400;\">. Secondly, while Oklahoma law does not mandate short rest breaks (typically 5 to 20 minutes), federal standards encourage employers to offer them. When provided, employers must compensate these short durations as work time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Health and safety<\/b><span style=\"font-weight: 400;\">. Finally, for certain industries (such as those involving continuous operations or heavy machinery), breaks may be regulated by specific health and safety requirements (including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/working-hours-limit\/\"><span style=\"font-weight: 400;\">working hours limits<\/span><\/a><span style=\"font-weight: 400;\">) to prevent accidents and ensure worker wellbeing.<\/span><\/li>\n<\/ul>\n<h3><b>Final Paycheck<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Oklahoma requires that final paychecks be sent either on the <\/span><b>next scheduled payday<\/b><span style=\"font-weight: 400;\"> or <\/span><b>within 14 days<\/b><span style=\"font-weight: 400;\">, whichever is later. The final paycheck must include <\/span><b>all wages earned<\/b><span style=\"font-weight: 400;\"> up to the date of termination or resignation. This includes any <\/span><b>accrued but unpaid vacation<\/b><span style=\"font-weight: 400;\"> or other <\/span><b>paid time off (PTO)<\/b><span style=\"font-weight: 400;\"> if stated in the worker\u2019s employment contract.<\/span><\/p>\n<h3><b>Reporting and Recordkeeping<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Employers must comply with both <\/span><b>federal and state laws<\/b><span style=\"font-weight: 400;\"> when it comes to <\/span><b>employment recordkeeping<\/b><span style=\"font-weight: 400;\">. These laws are designed to ensure that <\/span><b>accurate records <\/b><span style=\"font-weight: 400;\">of employee information and employment activities are maintained for <\/span><b>compliance, transparency, and legal purposes<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, Oklahoma employers must <\/span><b>maintain a record of the following information<\/b><span style=\"font-weight: 400;\"> for a period of <\/span><b>at least 3 years<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee personal information<\/b><span style=\"font-weight: 400;\">, including name, address, Social Security number, and birth date (if under 19).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Wage and hour records<\/b><span style=\"font-weight: 400;\">, including hours worked, wages paid, total earnings per pay period, and payment dates.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Payroll records<\/b><span style=\"font-weight: 400;\">, including total additions to or deductions from wages each pay period and written agreements related to wage deductions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employment agreements<\/b><span style=\"font-weight: 400;\"> and contracts.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Records of leave<\/b><span style=\"font-weight: 400;\">. This includes <\/span><a href=\"https:\/\/factorialhr.com\/blog\/paid-sick-leave\/\"><span style=\"font-weight: 400;\">sick leave<\/span><\/a><span style=\"font-weight: 400;\">, vacation, and other time off (<\/span><a href=\"https:\/\/factorialhr.com\/blog\/unlimited-pto\/\"><span style=\"font-weight: 400;\">PTO<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unpaid-time-off\/\"><span style=\"font-weight: 400;\">unpaid time off<\/span><\/a><span style=\"font-weight: 400;\">), with reasons for leave if applicable.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tax records<\/b><span style=\"font-weight: 400;\">, including federal, state, and local tax withholdings. Also includes W-2 and W-4 forms, and tax payments made on behalf of employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>OSHA records<\/b><span style=\"font-weight: 400;\"> of workplace injuries and illnesses.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition to the above, employers must <\/span><b>report the following information<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Wages and taxes<\/b><span style=\"font-weight: 400;\">. Firstly, you must report all employee wages and taxes to the <a href=\"https:\/\/oklahoma.gov\/oesc.html\" target=\"_blank\" rel=\"noopener\">Oklahoma Employment Security Commission (OESC)<\/a>\u00a0on a quarterly basis.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>New hires<\/b><span style=\"font-weight: 400;\">. Secondly, you must report all new hires and rehired employees to the <\/span><a href=\"https:\/\/www.ok.gov\/oesc\/newhire\/app\/index.php\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Oklahoma New Hire Reporting Center<\/span><\/a><span style=\"font-weight: 400;\"> within 20 days of the hire date.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Workplace injuries and illnesses<\/b><span style=\"font-weight: 400;\">. Finally, you must report all work-related injuries and illnesses to the <\/span><a href=\"https:\/\/www.wcc.ok.gov\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Oklahoma Workers&#8217; Compensation Commission<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<h3><b>Pay Equity<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, the <\/span><b>Pay Equity Law<\/b><span style=\"font-weight: 400;\"> in Oklahoma is designed to ensure<\/span><b> equal pay for all employees, regardless of gender<\/b><span style=\"font-weight: 400;\">. The Oklahoma statute prohibits <\/span><b>wage discrimination based on sex<\/b><span style=\"font-weight: 400;\"> for jobs requiring comparable <\/span><b>skill, effort, and responsibility<\/b><span style=\"font-weight: 400;\">, performed under <\/span><b>similar working conditions<\/b><span style=\"font-weight: 400;\">. This aligns with the provisions of the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Enforces\"><\/a>Who Enforces Oklahoma Wage Laws? <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/oklahoma.gov\/labor.html\" target=\"_blank\" rel=\"noopener\"><b>Oklahoma Department of Labor (ODOL)<\/b><\/a><span style=\"font-weight: 400;\"> is the main state agency responsible for enforcing wage and hour laws in Oklahoma. The ODOL oversees the implementation of <\/span><b>state-specific labor laws<\/b><span style=\"font-weight: 400;\">, including regulations on <\/span><b>child labor, wage payment, and workplace safety<\/b><span style=\"font-weight: 400;\">. The ODOL also provides <\/span><b>support and resources<\/b><span style=\"font-weight: 400;\"> to workers and employers within the state.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, given that Oklahoma follows the <\/span><b>federal minimum wage rate<\/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;\"> also plays a<\/span><b> significant role in enforcing wage laws in the state<\/b><span style=\"font-weight: 400;\">, including the <\/span><b>Oklahoma minimum wage<\/b><span style=\"font-weight: 400;\">. Key responsibilities include <\/span><b>conducting investigations<\/b><span style=\"font-weight: 400;\"> to ensure compliance with the FLSA and enforcing <\/span><b>legal action<\/b><span style=\"font-weight: 400;\"> against employers who <\/span><b>violate minimum wage laws<\/b><span style=\"font-weight: 400;\">, including recovering <\/span><b>back wages<\/b><span style=\"font-weight: 400;\"> and imposing <\/span><b>penalties<\/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=\"935\" height=\"321\" 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: 935px) 100vw, 935px\" \/><\/a><\/p>\n<h2><b><a name=\"Compliance\"><\/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 Oklahoma 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 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 Oklahoma&#8217;s break regulations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Implement an effective payroll system<\/b>. Finally, ensure compliance with the Oklahoma minimum wage by regularly updating your payroll systems. <a href=\"https:\/\/factorialhr.com\/payroll\">Factorial\u2019s payroll software<\/a> automatically updates wage rates, ensuring compliance and reducing underpayment risks. What\u2019s more, the feature <b>integrates seamlessly <\/b>with our <b>time-tracking and scheduling software<\/b>, making it easy to <b>monitor employee hours, manage overtime, and schedule required breaks<\/b>. This comprehensive approach helps you maintain accurate records and adhere to all Oklahoma minimum wage laws, protecting your business from legal issues and ensuring fair treatment of your employees.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Oklahoma ranks 47th in terms of low-wage workers in the country, primarily because the Oklahoma minimum wage hasn&#8217;t been raised since 2009. This lack of wage growth has had serious consequences for many workers in the state. However, there is now a growing push from advocates, labor unions, and lawmakers to raise the Oklahoma minimum<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":138626,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-138625","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>What Is the Oklahoma Minimum Wage? | Factorial<\/title>\n<meta name=\"description\" content=\"Employer&#039;s guide to the Oklahoma minimum wage: rates, exemptions &amp; potential upcoming changes plus best practices for employer 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=\"What Is the Oklahoma Minimum Wage?\" \/>\n<meta property=\"og:description\" content=\"Employer&#039;s guide to the Oklahoma minimum wage: rates, exemptions &amp; potential upcoming changes plus best practices for employer compliance\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-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=\"2024-07-30T15:55:01+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-01-07T23:35:23+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/07\/30170429\/Oklahoma-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=\"14 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"What Is the Oklahoma Minimum Wage?\",\"datePublished\":\"2024-07-30T15:55:01+00:00\",\"dateModified\":\"2025-01-07T23:35:23+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/\"},\"wordCount\":2837,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; Finance\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/\",\"url\":\"https:\/\/preproduction.factorialhr.com\/blog\/oklahoma-minimum-wage\/\",\"name\":\"What Is the Oklahoma Minimum Wage? 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