{"id":140939,"date":"2024-09-25T13:24:52","date_gmt":"2024-09-25T11:24:52","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=140939"},"modified":"2025-01-08T01:15:56","modified_gmt":"2025-01-07T23:15:56","slug":"south-dakota-minimum-wage-guide","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/south-dakota-minimum-wage-guide\/","title":{"rendered":"South Dakota Minimum Wage: Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The <\/span><b>South Dakota minimum wage<\/b><span style=\"font-weight: 400;\"> serves as a critical benchmark for <\/span><b>fair compensation<\/b><span style=\"font-weight: 400;\">, ensuring workers receive a <\/span><b>baseline pay that reflects economic conditions<\/b><span style=\"font-weight: 400;\">. Adjusted annually for <\/span><b>inflation<\/b><span style=\"font-weight: 400;\">, it aims to keep pace with the <\/span><b>cost of living<\/b><span style=\"font-weight: 400;\">, providing necessary income adjustments for employees across various industries. For employers, staying on top of these <\/span><b>annual updates<\/b><span style=\"font-weight: 400;\"> is not only a <\/span><b>legal requirement<\/b><span style=\"font-weight: 400;\"> but also a step toward maintaining <\/span><b>fair workplace practices<\/b><span style=\"font-weight: 400;\"> and avoiding potential <\/span><b>fines<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, we\u2019ll cover <\/span><b>everything you need to know <\/b><span style=\"font-weight: 400;\">about the<\/span><b> South Dakota minimum wage<\/b><span style=\"font-weight: 400;\">. We\u2019ll explore the <\/span><b>current wage rates<\/b><span style=\"font-weight: 400;\">, specific rules for<\/span><b> tipped workers<\/b><span style=\"font-weight: 400;\">, <\/span><b>exemptions<\/b><span style=\"font-weight: 400;\">, and <\/span><b>best practices for wage law compliance<\/b><span style=\"font-weight: 400;\">. Whether you&#8217;re an employer managing payroll or an employee wanting to know your rights, this guide will provide the <\/span><b>essential information to navigate South Dakota\u2019s wage laws <\/b><span style=\"font-weight: 400;\">with ease.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#How\">How Minimum Wage Works in the U.S.<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#What\">What Is the South Dakota Minimum Wage?<\/a><\/span><\/li>\n<li aria-level=\"1\"><a href=\"#years\">In recent years: The South Dakota minimum wage<\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exemptions\">South Dakota Minimum Wage: Exemptions<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Who\">Who Enforces the South Dakota Minimum Wage?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">Additional South Dakota 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 South Dakota Wage Law Compliance<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">What can you do with Factorial&#8217;s payroll management software?<\/span><\/a>\ud83d\ude80<\/li>\n<\/ul>\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=\"845\" height=\"290\" 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: 845px) 100vw, 845px\" \/><\/a><\/p>\n<h2><b><a name=\"How\"><\/a>How Minimum Wage Works in the U.S.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Minimum wage regulations in the U.S. operate under a <\/span><b>multi-tiered system<\/b><span style=\"font-weight: 400;\">, with <\/span><b>federal, state, and local governments<\/b><span style=\"font-weight: 400;\"> setting varying minimum wage levels. This structure provides a <\/span><b>baseline of protection<\/b><span style=\"font-weight: 400;\"> for workers, while allowing regions to tailor their wage laws based on <\/span><b>local economic conditions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Federal Minimum Wage<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">At the national level, the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\"> 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;\">), currently fixed at <\/span><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">. This is the <\/span><b>lowest wage<\/b><span style=\"font-weight: 400;\"> that any covered <\/span><b>non-exempt worker <\/b><span style=\"font-weight: 400;\">can be paid across the country, and it acts as a <\/span><b>foundation <\/b><span style=\"font-weight: 400;\">upon which states and localities can build\u200b. Some workers, such as <\/span><b>tipped employees<\/b><span style=\"font-weight: 400;\">, are subject to <\/span><b>different rules<\/b><span style=\"font-weight: 400;\"> that allow employers to pay less if the workers\u2019 tips bring them up to the required minimum wage.<\/span><\/p>\n<h3><b>State-Level Minimum Wage<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Many states opt to set their own minimum wage rates, often <\/span><b>exceeding the federal standard<\/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 amongst all the states). <\/span><b>South Dakota <\/b><span style=\"font-weight: 400;\">also has its own state minimum wage, as we will see in the next section.<\/span><\/p>\n<h3><b>Municipal Wage Laws<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In some cases, cities or counties establish <\/span><b>municipal minimum wages<\/b><span style=\"font-weight: 400;\"> that <\/span><b>exceed both state and federal levels<\/b><span style=\"font-weight: 400;\">. These local wage laws are often designed to reflect the <\/span><b>higher cost of living<\/b><span style=\"font-weight: 400;\"> in urban centers. For example, large cities like <\/span><a href=\"https:\/\/factorialhr.com\/blog\/new-york-minimum-wage\/\"><span style=\"font-weight: 400;\">New York<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/california-minimum-wage\/\"><span style=\"font-weight: 400;\">Los Angeles<\/span><\/a><span style=\"font-weight: 400;\"> have municipal wages significantly above their respective state rates\u200b.<\/span><\/p>\n<h3><b>Industry-Specific Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Certain industries, such as <\/span><b>agriculture or hospitality<\/b><span style=\"font-weight: 400;\">, have specific minimum wage rules that differ from standard federal, state and municipal wage laws. For example, <\/span><b>tipped employees<\/b><span style=\"font-weight: 400;\">, such as servers, can be paid a <\/span><b>lower base wage<\/b><span style=\"font-weight: 400;\"> provided their <\/span><b>tips make up the difference<\/b><span style=\"font-weight: 400;\"> to the required minimum. Additionally, <\/span><b>apprenticeship programs<\/b><span style=\"font-weight: 400;\"> and <\/span><b>workers with disabilities<\/b><span style=\"font-weight: 400;\"> can often be paid less under certain conditions.<\/span><\/p>\n<h2><b><a name=\"What\"><\/a>What is the South Dakota Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As of <\/span><b>January 1, 2025<\/b><span style=\"font-weight: 400;\">, the South Dakota minimum wage is <\/span><b>$11.50 per hour<\/b><span style=\"font-weight: 400;\"> for <\/span><b>untipped workers<\/b><span style=\"font-weight: 400;\">, a $0.30 increase from <\/span><b>$11.20 in 2024<\/b><span style=\"font-weight: 400;\">. The rate for <\/span><b>tipped workers<\/b><span style=\"font-weight: 400;\"> is <\/span><b>$5.75 per hour<\/b><span style=\"font-weight: 400;\">, up from <\/span><b>$5.60 in 2024<\/b><span style=\"font-weight: 400;\">. These increases are tied to the <\/span><a href=\"https:\/\/www.bls.gov\/cpi\/#:~:text=The%20Consumer%20Price%20Index%20(CPI,of%20consumer%20goods%20and%20services.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Consumer Price Index (CPI)<\/span><\/a><span style=\"font-weight: 400;\">, ensuring that <\/span><b>wages keep up with inflation<\/b><span style=\"font-weight: 400;\">. South Dakota has followed this <\/span><b>annual adjustment method<\/b><span style=\"font-weight: 400;\"> since 2015, when <\/span><a href=\"https:\/\/ballotpedia.org\/South_Dakota_Increased_Minimum_Wage,_Initiated_Measure_18_(2014)\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">voters approved a ballot<\/span><\/a><span style=\"font-weight: 400;\"> to <\/span><b>link wage increases to the cost of living<\/b><span style=\"font-weight: 400;\">. This approach helps to ensure that workers maintain their<\/span><b> purchasing power <\/b><span style=\"font-weight: 400;\">as the economy changes<\/span><b>\u200b<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Looking ahead, the state will <\/span><b>continue to adjust the minimum wage annually based on the CPI<\/b><span style=\"font-weight: 400;\">, with future increases rounded to the nearest five cents. While some states have set clear targets for reaching a <\/span><b>$15 minimum wage<\/b><span style=\"font-weight: 400;\">, South Dakota has <\/span><b>no set timeline<\/b><span style=\"font-weight: 400;\"> for such an increase. However, the CPI-based system ensures <\/span><b>gradual increases in line with inflation<\/b><span style=\"font-weight: 400;\">, meaning the minimum wage is <\/span><b>likely to rise again in 2026 and beyond<\/b><span style=\"font-weight: 400;\">.\u200b Any increases made to the South Dakota minimum wage must be announced no later than October 15th of each year.\u00a0<\/span><\/p>\n<h2><a name=\"years\"><\/a>In recent years: The South Dakota minimum wage<\/h2>\n<p>To combat inflation and rising living costs in South Dakota, lawmakers enforced employment laws and raised minimum wage rates to ensure residents maintain a high quality of life. For instance, in <strong>1992<\/strong>, the South Dakota rate was set at <strong>$4.25 per hour<\/strong>. Another noteworthy increase was from the years 2024-20215 where SD residents saw <strong>an increase of $1.25.\u00a0<\/strong>Every year since 2020, employers have been required to increase their employees&#8217; wages for <strong>non-tipped employees.\u00a0<\/strong><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-147516 size-full\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/09\/18155042\/South-Dakota-Minimum-Wage.png\" alt=\"South Dakota minimum wage\" width=\"1424\" height=\"250\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/09\/18155042\/South-Dakota-Minimum-Wage.png 1424w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/09\/18155042\/South-Dakota-Minimum-Wage-300x53.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/09\/18155042\/South-Dakota-Minimum-Wage-1024x180.png 1024w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/09\/18155042\/South-Dakota-Minimum-Wage-768x135.png 768w\" sizes=\"(max-width: 1424px) 100vw, 1424px\" \/><\/p>\n<h2><b><a name=\"Exemptions\"><\/a>South Dakota Minimum Wage: Exemptions<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The current labor laws do not grant all workers the full South Dakota minimum wage. Several <strong>occupations and employment types<\/strong> are <strong>exempt from the state&#8217;s minimum wage laws<\/strong>, and some workers qualify for <strong>lower pay under special conditions. <\/strong><\/span><\/p>\n<p><span style=\"font-weight: 400;\">One <\/span><b>key exemption<\/b><span style=\"font-weight: 400;\"> applies to <\/span><b>tipped employees<\/b><span style=\"font-weight: 400;\">, who can be paid a base wage of <\/span><b>$5.75 per hour<\/b><span style=\"font-weight: 400;\"> as long as their total earnings (wages plus tips) meet or exceed the full <\/span><b>$11.50 per hour <\/b><span style=\"font-weight: 400;\">(the South Dakota minimum wage\u200b). If tips do not bring the employee&#8217;s earnings up to that level, <\/span><b>employers must make up the difference<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Other exemptions include <\/span><b>independent contractors<\/b><span style=\"font-weight: 400;\">, who are considered self-employed and set their own rates. This classification applies only if the worker meets <\/span><a href=\"https:\/\/www.minimum-wage.org\/south-dakota\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">specific criteria<\/span><\/a><span style=\"font-weight: 400;\"> related to <\/span><b>independence <\/b><span style=\"font-weight: 400;\">and<\/span><b> control over their work\u200b<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Additionally, <\/span><b>seasonal and recreational workers<\/b><span style=\"font-weight: 400;\"> employed at establishments that <\/span><b>operate for less than seven months in a calendar year<\/b><span style=\"font-weight: 400;\"> are exempt from South Dakota minimum wage requirements. This exception is common in <\/span><b>amusement parks, camps<\/b><span style=\"font-weight: 400;\">, and other <\/span><b>tourist-driven industries<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, workers with <\/span><b>developmental disabilities<\/b><span style=\"font-weight: 400;\"> can be paid less than the South Dakota minimum wage if the employer has obtained a permit from the <\/span><b>South Dakota Department of Labor<\/b><span style=\"font-weight: 400;\">\u200b. Employers who pay a <\/span><b>subminimum wage <\/b><span style=\"font-weight: 400;\">to <\/span><b>apprentices<\/b><span style=\"font-weight: 400;\">, <\/span><b>learners<\/b><span style=\"font-weight: 400;\">, or those with <\/span><b>disabilities <\/b><span style=\"font-weight: 400;\">must comply with <\/span><b>specific <\/b><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/special-employment\" target=\"_blank\" rel=\"noopener\"><b>FLSA legal guidelines<\/b><\/a><span style=\"font-weight: 400;\"> to avoid penalties.<\/span><\/p>\n<h2><b><a name=\"Who\"><\/a>Who Enforces the South Dakota Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/dlr.sd.gov\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">South Dakota Department of Labor and Regulation (DLR)<\/span><\/a><span style=\"font-weight: 400;\"> is responsible for enforcing the state&#8217;s wage laws through its <\/span><b>Wage and Hour Division<\/b><span style=\"font-weight: 400;\">. This division makes sure that employers follow state rules about <\/span><b>paying the correct minimum wage<\/b><span style=\"font-weight: 400;\">, <\/span><b>overtime<\/b><span style=\"font-weight: 400;\">, and handling <\/span><b>tipped workers&#8217; pay<\/b><span style=\"font-weight: 400;\"> properly. If an employee believes they are not being paid fairly, they can <\/span><b>file a complaint with the DLR<\/b><span style=\"font-weight: 400;\">. The department will <\/span><b>investigate<\/b><span style=\"font-weight: 400;\">, and if the employer is found to be breaking wage laws, they may be required to <\/span><b>pay back wages or face other penalties<\/b><span style=\"font-weight: 400;\">. This helps<\/span><b> protect workers <\/b><span style=\"font-weight: 400;\">and ensures <\/span><b>businesses follow state wage regulations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On a national level, the <\/span><a href=\"https:\/\/www.dol.gov\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">U.S. Department of Labor (DOL)<\/span><\/a><span style=\"font-weight: 400;\"> enforces wage laws through the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">. The DOL\u2019s <\/span><b>Wage and Hour Division<\/b><span style=\"font-weight: 400;\"> investigates cases where federal wage laws are not followed. Even though South Dakota has a higher minimum wage than the federal rate, <\/span><b>federal law still applies<\/b><span style=\"font-weight: 400;\">, especially for <\/span><b>overtime <\/b><span style=\"font-weight: 400;\">or certain <\/span><b>recordkeeping <\/b><span style=\"font-weight: 400;\">rules. If state and federal wage laws differ, <\/span><b>the law that offers the most protection to the employee is used<\/b><span style=\"font-weight: 400;\">. This dual enforcement\u2014at both the state and federal levels\u2014ensures that workers\u2019 rights are <\/span><b>protected across the board<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Laws\"><\/a>Additional South Dakota Wage Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the South Dakota 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 South Dakota 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>Employee Classification<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Proper <\/span><b>employee classification<\/b><span style=\"font-weight: 400;\"> is crucial for determining wage and overtime eligibility. In South Dakota, like in the rest of the country, workers are classified as either <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">exempt or non-exempt<\/span><\/a> <span style=\"font-weight: 400;\">under the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">. Exempt employees are generally <\/span><b>salaried <\/b><span style=\"font-weight: 400;\">and <\/span><b>not entitled to overtime<\/b><span style=\"font-weight: 400;\">, while non-exempt employees are <\/span><b>hourly <\/b><span style=\"font-weight: 400;\">and must receive <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> for any hours worked beyond 40 in a workweek. Misclassifying employees as exempt when they should be non-exempt can lead to costly <\/span><b>penalties and back pay claims<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Overtime<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The Fair Labor Standards Act includes provisions relating to <\/span><b>employee overtime<\/b><span style=\"font-weight: 400;\">. To determine whether or not you need to<\/span> pay your employees <a href=\"https:\/\/factorialhr.com\/blog\/new-overtime-rules-2024\/\">overtime<\/a><b>, <\/b><span style=\"font-weight: 400;\">you first need to determine <\/span><b>their FLSA status<\/b><span style=\"font-weight: 400;\">, as we saw above.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If your employees are categorized as <\/span><b>exempt<\/b><span style=\"font-weight: 400;\">,<\/span> <span style=\"font-weight: 400;\">then you have <\/span><b>no obligation to pay them overtime<\/b><span style=\"font-weight: 400;\">. However, if your employees are <\/span><b>non-exempt<\/b><span style=\"font-weight: 400;\"> then you <\/span><b>must pay following the FLSA\u2019s overtime rules<\/b><span style=\"font-weight: 400;\">. Essentially this means that you must pay employees covered by the FLSA <\/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>Pay Frequency<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In South Dakota, employers are required to <\/span><b>pay employees at least once per month<\/b><span style=\"font-weight: 400;\">, though many businesses opt for more frequent pay periods, such as weekly 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;\">. The law also allows employers to <\/span><b>set up different pay periods for different categories of employees<\/b><span style=\"font-weight: 400;\"> (e.g., hourly versus salaried). If an employer fails to pay wages on time, employees have the right to <\/span><b>file a claim<\/b><span style=\"font-weight: 400;\"> with the <\/span><b>South Dakota Department of Labor and Regulation<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Final Paychecks<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When an employee is <\/span><a href=\"https:\/\/factorialhr.com\/blog\/rif-vs-layoff-vs-fired-definitions\/\"><span style=\"font-weight: 400;\">terminated or leaves a job<\/span><\/a><span style=\"font-weight: 400;\">, South Dakota law requires that they receive their <\/span><b>final paycheck<\/b><span style=\"font-weight: 400;\"> by the <\/span><b>next regular payday<\/b><span style=\"font-weight: 400;\"> or within a <\/span><b>reasonable timeframe<\/b><span style=\"font-weight: 400;\">. This final payment must include<\/span><b> all wages earned<\/b><span style=\"font-weight: 400;\">, including any <\/span><b>accrued vacation<\/b><span style=\"font-weight: 400;\"> or <\/span><b>paid time off<\/b><span style=\"font-weight: 400;\">, depending on the employer\u2019s policies. Failure to provide timely final pay may result in <strong>penalties and interest<\/strong> owed to the employee.<\/span><\/p>\n<h3><b>Wage Deductions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers in South Dakota may make <\/span><b>deductions from an employee\u2019s paycheck<\/b><span style=\"font-weight: 400;\"> for certain items, but only if the deduction is <\/span><b>authorized by law <\/b><span style=\"font-weight: 400;\">or <\/span><b>agreed upon in writing <\/b><span style=\"font-weight: 400;\">by the employee.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Common <\/span><b>lawful deductions<\/b><span style=\"font-weight: 400;\"> include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Taxes and Social Security contributions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Court-ordered garnishments such as child support.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Voluntary deductions like health insurance or retirement plan contributions.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers <\/span><b>cannot deduct wages<\/b><span style=\"font-weight: 400;\"> for things like <\/span><b>damaged property<\/b><span style=\"font-weight: 400;\"> or <\/span><b>uniforms <\/b><span style=\"font-weight: 400;\">without the employee\u2019s <\/span><b>written consent<\/b><span style=\"font-weight: 400;\">. Unauthorized deductions are prohibited and can lead to legal action\u200b.<\/span><\/p>\n<h3><b>Tip Pooling and Tipped Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">South Dakota allows employers to pay <\/span><b>tipped employees<\/b><span style=\"font-weight: 400;\"> a <\/span><b>base wage of $5.60 per hour<\/b><span style=\"font-weight: 400;\">, as long as their <\/span><b>total earnings<\/b><span style=\"font-weight: 400;\"> (wages plus tips) <\/span><b>meet the state minimum wage of $11.20 per hour<\/b><span style=\"font-weight: 400;\">. If tips do not bring the employee\u2019s earnings up to the minimum wage, the <\/span><b>employer must make up the difference<\/b><span style=\"font-weight: 400;\">. The state does not have specific rules about tip pooling, but employers must ensure that <\/span><b>tip pooling does not reduce employees&#8217; earnings below the minimum wage<\/b><span style=\"font-weight: 400;\">. Federal regulations prohibit employers, managers, and supervisors from participating in tip pools.<\/span><\/p>\n<h3><b>Equal Pay<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, South Dakota complies with 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;\"> requirements, prohibiting <\/span><b>wage discrimination based on gender<\/b><span style=\"font-weight: 400;\">. Employers must <\/span><b>pay men and women equally <\/b><span style=\"font-weight: 400;\">for jobs that require <\/span><b>substantially similar skills, effort, and responsibility<\/b><span style=\"font-weight: 400;\">\u00a0and are performed under <\/span><b>similar working conditions<\/b><span style=\"font-weight: 400;\">. Violations can result in <\/span><b>lawsuits, back pay, and penalties<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Best\"><\/a>Best Practices for South Dakota Wage Law Compliance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much everything you need to know about the <\/span><b>South Dakota 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 remains is to <\/span><b>ensure that your business complies with these requirements<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To help you out, we have put together a series of <\/span><b>best practices for South Dakota employer wage law compliance<\/b><span style=\"font-weight: 400;\">. That way, you can protect your business and foster a <\/span><b>positive and compliant work environment<\/b><span style=\"font-weight: 400;\"> for your employees.<\/span><\/p>\n<h3><b>Regularly Review Wage Laws<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The South Dakota minimum wage is <\/span><b>adjusted annually based on inflation<\/b><span style=\"font-weight: 400;\">, and <\/span><b>federal laws governing overtime and employee classifications<\/b><span style=\"font-weight: 400;\"> can also change. Employers should make it a habit to <\/span><b>review wage laws each year<\/b><span style=\"font-weight: 400;\"> to stay informed of updates. Additionally, consulting with l<\/span><b>egal counsel or an HR expert<\/b><span style=\"font-weight: 400;\"> can help identify potential compliance issues before they arise.<\/span><\/p>\n<h3><b>Classify Employees Correctly<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Secondly, make sure you properly classify your employees as either<\/span><b> exempt or non-exempt<\/b><span style=\"font-weight: 400;\"> under the FLSA. This classification determines whether you must offer <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\">. Carefully <\/span><b>review the duties and responsibilities of each employee<\/b><span style=\"font-weight: 400;\"> to determine their <\/span><b>employment status<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Provide Proper Training to Management<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">To ensure wage law compliance, it&#8217;s important that <\/span><b>managers and supervisors understand the basics of South Dakota\u2019s wage laws<\/b><span style=\"font-weight: 400;\">. Training should include <\/span><b>how to handle tip pooling, overtime, wage deductions, and exempt\/non-exempt employee classifications<\/b><span style=\"font-weight: 400;\">. With proper knowledge, management can better assist in keeping the company <\/span><b>compliant <\/b><span style=\"font-weight: 400;\">and avoiding <\/span><b>costly mistakes<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Track Overtime Hours<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In addition, make sure you accurately <\/span><b>track overtime hours<\/b><span style=\"font-weight: 400;\"> worked by non-exempt employees. Implement a system for employees to report overtime hours, such as using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-calculator\/\"><b>timesheets<\/b><\/a><b> or electronic timekeeping systems<\/b><span style=\"font-weight: 400;\">. Make sure you calculate and pay overtime at the correct rate.<\/span><\/p>\n<h3><b>Maintain Accurate Employee Records<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">It&#8217;s important to <\/span><b>maintain accurate and up-to-date employee records <\/b><span style=\"font-weight: 400;\">in order to comply with recordkeeping requirements. Using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">employee record management software<\/span><\/a><span style=\"font-weight: 400;\"> can make this easier. These systems help you maintain <\/span><b>accurate and reliable records<\/b><span style=\"font-weight: 400;\"> so that you can focus on other important parts of your business while staying compliant with South Dakota\u2019s wage law.<\/span><\/p>\n<h3><b>Invest in Payroll Software<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, maintaining<\/span><b> detailed and accurate payroll records of employee hours worked, wages paid, and any deductions<\/b><span style=\"font-weight: 400;\"> is crucial. Under both state and federal law, employers must <\/span><b>retain this data for at least 3 years<\/b><span style=\"font-weight: 400;\">. These records can protect employers in case of <\/span><b>disputes or audits<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The best way to ensure that your <\/span><b>payroll records <\/b><span style=\"font-weight: 400;\">are <\/span><b>accurate and compliant<\/b><span style=\"font-weight: 400;\">\u00a0is to invest in reliable <\/span><a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\"><span style=\"font-weight: 400;\">payroll software<\/span><\/a><span style=\"font-weight: 400;\">. This software can <\/span><b>automatically track employee hours, wages, and <\/b><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><b>deductions<\/b><\/a><span style=\"font-weight: 400;\">. This reduces the risk of errors and ensures that all required information is <\/span><b>documented and stored properly<\/b><span style=\"font-weight: 400;\">. Payroll software often also includes <\/span><b>automated features<\/b><span style=\"font-weight: 400;\"> that help businesses meet legal requirements, such as maintaining records for the mandated <\/span><b>3-year retention period<\/b><span style=\"font-weight: 400;\">. In addition, these systems can <\/span><b>generate reports and offer insights<\/b><span style=\"font-weight: 400;\"> that can <\/span><b>protect employers during disputes or audits<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, by implementing payroll software, you can <\/span><b>streamline your processes<\/b><span style=\"font-weight: 400;\">, <\/span><b>minimize manual errors<\/b><span style=\"font-weight: 400;\">, and ensure your business <\/span><b>stays compliant with South Dakota wage and hour laws<\/b><span style=\"font-weight: 400;\">\u2014saving time and reducing the likelihood of legal issues down the line.<\/span><\/p>\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=\"772\" height=\"265\" 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: 772px) 100vw, 772px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Navigating the state\u2019s wage laws, especially with regular changes to the <\/span><b>South Dakota minimum wage<\/b><span style=\"font-weight: 400;\">, can be challenging for business owners. Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">payroll software<\/span><\/a><span style=\"font-weight: 400;\"> provides an <\/span><b>all-in-one solution<\/b><span style=\"font-weight: 400;\"> that helps <\/span><b>streamline payroll management<\/b><span style=\"font-weight: 400;\"> while ensuring <\/span><b>compliance with state and federal wage laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Key features<\/b> <b>include<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Automated payroll calculations<\/b><span style=\"font-weight: 400;\">. Factorial\u2019s software automatically adjusts payroll calculations based on changes in state and federal laws. This includes minimum wage increases and changes to overtime rules. This ensures your payroll is always accurate, saving you time and reducing the risk of costly errors.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Time and attendance tracking<\/b><span style=\"font-weight: 400;\">. Factorial\u2019s payroll system integrates timekeeping features (including a <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-app\/\"><span style=\"font-weight: 400;\">time card app<\/span><\/a><span style=\"font-weight: 400;\">) that allow businesses to track employee work hours accurately. This ensures compliance with wage and hour laws, such as calculating overtime, and reduces the risk of potential disputes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customizable wage reports<\/b><span style=\"font-weight: 400;\">. Factorial generates detailed wage reports that allow you to track employee hours, overtime, and wages. This is particularly useful during audits or when addressing wage disputes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tipped employee management<\/b><span style=\"font-weight: 400;\">. Factorial\u2019s tools can track both base wages and tips for tipped workers. If employees\u2019 tips fall short, the software can flag discrepancies. That way, employers can make up the difference as required by law.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Compliance reminders and alerts<\/b><span style=\"font-weight: 400;\">. Stay ahead of compliance deadlines with automatic alerts for wage changes, reporting requirements, and more. This feature helps businesses avoid penalties by ensuring timely action on wage-related compliance issues.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">With Factorial, you can rest easy knowing your business is <\/span><b>compliant with all wage laws<\/b><span style=\"font-weight: 400;\">, including South Dakota minimum wage adjustments. That way, you can focus instead on <\/span><b>growing your business<\/b><span style=\"font-weight: 400;\">,<\/span><b> boosting employee satisfaction<\/b><span style=\"font-weight: 400;\">, and <\/span><b>optimizing productivity<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The South Dakota minimum wage serves as a critical benchmark for fair compensation, ensuring workers receive a baseline pay that reflects economic conditions. Adjusted annually for inflation, it aims to keep pace with the cost of living, providing necessary income adjustments for employees across various industries. For employers, staying on top of these annual updates<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/south-dakota-minimum-wage-guide\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":140940,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-140939","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>South Dakota Minimum Wage: Guide | Factorial<\/title>\n<meta name=\"description\" content=\"Employer&#039;s guide to the South Dakota minimum wage: history, rates, exemptions, additional laws and best practices for wage law 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=\"South Dakota Minimum Wage: Guide\" \/>\n<meta property=\"og:description\" content=\"Employer&#039;s guide to the South Dakota minimum wage: history, rates, exemptions, additional laws and best practices for wage law compliance\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/south-dakota-minimum-wage-guide\/\" \/>\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=\"2024-09-25T11:24:52+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-01-07T23:15:56+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/09\/25130424\/South-Dakota-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\/south-dakota-minimum-wage-guide\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/south-dakota-minimum-wage-guide\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"South Dakota Minimum Wage: Guide\",\"datePublished\":\"2024-09-25T11:24:52+00:00\",\"dateModified\":\"2025-01-07T23:15:56+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/south-dakota-minimum-wage-guide\/\"},\"wordCount\":2643,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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