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Overtime Rules in New Hampshire (2025)

Key overtime concepts and compliance information for New Hampshire.

Overview

New Hampshire adheres to federal overtime standards with no additional state requirements.

The state's small business environment influences overtime practices.

⚠️ Important: Always verify current overtime rules with your state's labor department or qualified legal counsel. Laws change frequently and may vary by industry.

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Weekly Overtime Threshold

Most states follow the federal standard of 40 hours per week. Hours worked beyond this threshold typically qualify for overtime pay at 1.5× the regular rate.

Some states may have different thresholds or additional requirements. Check with New Hampshire's labor department for specific rules.

Daily Overtime Rules

While federal law focuses on weekly overtime, some states require daily overtime pay. This typically applies after 8 hours worked in a single day.

California is well-known for daily overtime rules, but other states may have similar requirements. Verify New Hampshire's specific daily overtime rules.

Calculate Your Overtime

Use our calculators to determine your overtime pay based on New Hampshire rules:

Overtime Pay Calculator

Calculate weekly overtime pay at 1.5× or 2× rates based on your hours worked.

Timecard Calculator

Track daily hours and breaks to determine overtime eligibility and totals.

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FAQ

What is the weekly overtime threshold in New Hampshire?

Most states use 40 hours per week, but some have different thresholds. Check with your state's labor department for specific requirements.

Does New Hampshire have daily overtime rules?

Some states require daily overtime (e.g., after 8 hours in a day). California is known for this, but other states may have similar rules.

Is this information legally binding?

No. This page provides general information only and should not be considered legal advice. Always consult with qualified legal counsel for specific situations.

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This information is for educational purposes only and should not be considered legal advice. Always consult with qualified legal counsel for specific employment law questions.