Minimum Wage
Minimum wage is the lowest hourly pay rate that employers are legally obligated to pay employees. The federal minimum wage is a wage baseline, but different states, cities, and regions can adopt their own rates.
Although businesses in Tennessee set their own salary levels, the minimum level of pay for an hour's work is referred to as minimum wage. The federal government has set its minimum wage at $7.25 per hour. Tennessee follows this standard in setting its own minimum wage laws.
The minimum wage in Tennessee is $7.25 per hour (as of 2024)
There are still exceptions to the minimum wage requirement, however. Non-salaried employees, such as independent contractors, seasonal workers, and a few other select professions aren't entitled by law to receive minimum wage, although many of them do.
→ Learn more about Deputy's labor law compliance software
Tipped Minimum Wage
Employees who receive tips are another major exception to the state minimum wage standard. Instead of $7.25 per hour, these employees earn a minimum of $2.13 per hour with the expectation that tipping will make up the difference. If it doesn't, the employer itself must offset the missing amount to reach the $7.25-per-hour Tennessee minimum wage.
Overtime Laws
In the state of Tennessee, overtime laws simply follow the federal standard without change. This is an area covered by the Fair Labor Standards Act (FLSA). Under this federal law, all businesses in all states must pay their employees at least one and a half times their standard salary for every hour worked overtime.
Meal and Rest Break
Tennessee law requires employers to provide meal breaks. These breaks can be unpaid and must last at least 30 minutes if the employee is scheduled to work at least 6 hours consecutively. The break must be taken after the first hour of work is completed.
The federal government doesn't impose a duty upon businesses to offer their employees short breaks or even any kind of lunch break.
→ Find out how Deputy can help you simplify meal and rest break compliance
Leave and Holidays
Vacation leave
Employers in Tennessee aren’t required to provide paid or unpaid vacation leave to their employers. The employer can choose to offer vacation leave at their discretion.
Sick leave
Tennessee law does not require private employers to provide paid sick leave to their employees. Many employers choose to do so, however, as a matter of internal policy.
Holiday leave
Tennessee employers aren’t required to offer paid holidays. If an employer wants to offer paid or unpaid holiday leave to their employees, it is at their discretion and should be noted in the employee manual and contract.
→ Learn more about Deputy's leave management software
Child Labor Laws
In Tennessee, the Child Labor Act regulates how and under what conditions minors can lawfully work in the state. A minor's exact age and occupation determine what rules apply. The law also prohibits minors from participating in certain occupations altogether.
Minors 14 or under
Fourteen years old is the minimum age to get a job in Tennessee.
The exception to this rule is certain occupations that can be classified as chores, such as lawn mowing and babysitting.
Minors aged 14 to 15
Not allowed to work more than three hours per day or 18 hours per week while school is in session
When school is not in session, can work up to a maximum of eight hours per day and 40 hours per week
Can't work later than 7 PM when school is in session and 9 PM when school is not in session
Minors aged 16 to 17
Not allowed to work when classes are in session
Forbidden from working between 10 PM and 6 AM on school nights.
May work until midnight with parental consent, up to three nights per week.
Hiring and Firing
Tennessee businesses have wide latitude in handling their internal hiring or firing decisions, but they can't do so in a discriminatory way.
Hiring
Tennessee employers aren't allowed to make their hiring decisions on the basis of:
Sex
Race
Religion
Color
National Origin
Age
Disability
In addition, Tennessee's Crown Act prohibits employers from discriminating in hiring on the basis of a candidate's hairstyle if they're associated with a particular ethnicity.
Firing
Tennessee is an at-will employment state, so employers don't need a justification for letting someone go as long as the termination doesn't violate state or federal anti-discrimination laws.
Tennessee's final paycheck law also mandates that dismissed employees receive their last wages no later than the next regularly scheduled payment date.
Disclaimer: The information provided in this publication is for general informational purposes only. Deputy makes no representations or warranties of any kind, express or implied, with respect to the software or the information contained in this publication. While, Deputy’s software is designed to simplify shift work by assisting with hiring, onboarding, scheduling, time and attendance tracking, payroll integration, and wage and hour compliance, it is not a substitute for payroll or legal advice, nor is it intended to relieve you of your obligation to comply with the legal requirements applicable to your business. It is ultimately your responsibility to ensure that your use of Deputy complies with all applicable laws and regulations. Please review our Product Specific Terms for more information about your compliance responsibilities.