Compared to other states, Alaska emphasizes wage and safety standards over union restrictions. For example, the state has no right-to-work laws, sets its own minimum wage rate, enforces specific final paycheck timelines, and operates an OSHA-approved state plan with requirements that meet or exceed federal baselines.
When it comes to talent and workforce management, Alaska-based employers need to comply with the following state employment laws:
The below information was last updated November 4, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to U.S. labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Alaska currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Alaska can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Alaska Minimum Wage | The state of Alaska uses its own minimum wage rate of $13.00, but doesn’t allow tipped minimum wages for employees who earn tips with their base pay. |
| Alaska Overtime Pay Laws | According to Alaska Statute 23.10.050, overtime pay in Alaska is generally calculated at 1.5 times the employee’s regular pay rate when working over 40 hours a week or eight hours a workday. |
| Alaska Pay Equity Law | Under AS 18.80.220, employers in Alaska with at least one employee must provide equal pay for equal work to male and female employees. An employer may not refuse employment to a person, or discriminate against a person in compensation or in a term, condition, or privilege of employment because of the person's race, religion, color, or national origin, or because of the person's age, physical or mental disability, sex, marital status, changes in marital status, pregnancy, or parenthood when the reasonable demands of the position do not require distinction on the basis of age, physical or mental disability, sex, marital status, changes in marital status, pregnancy, or parenthood. |
| Alaska Pay Transparency Law | Alaska currently has no pay transparency laws or regulations. |
| Alaska Final Paycheck Law | In Alaska, employees who voluntarily resign from a job must receive their final paycheck by the next regular payday that’s at least three days after the employee gave notice. Involuntarily terminated employees must receive their final paycheck within three working days. |
| Alaska PTO Payout Laws | Alaska doesn’t have specific PTO payout requirements, as it bases such decisions on an employer's policy. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Alaska Paid Sick Leave (PSL) | AS 23.10.066–23.10.069 currently require employers to provide employees with either 40 or 56 hours (depending on employer size) of paid, protected sick leave under its Paid Sick Leave law. Moreover, employees must accrue one hour for every 30 hours worked. Employers have the option to frontload the applicable hours at the beginning of a 12-month benefit period. |
| Alaska Paid Family and Medical Leave (PFML) | Alaska currently has no PFML laws or regulations. However, employers with 50 or more employees must still comply with the federal Family and Medical Leave Act (FMLA), which provides eligible employees up to 12 weeks of unpaid leave every 12 months for various reasons. |
| Alaska Maternity Leave | Alaska doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Since the state also doesn’t have a mandated PFML program, employees must instead use FMLA leave or another type of employer-provided leave. |
| Alaska Voting Leave Law | Under AS 15.15.100, Alaska-based employers must provide employees with as much paid time as needed to vote in an election. If any employee has two consecutive hours to vote (either at the beginning or end of their regular shift) when the polls are open, that window shall be considered sufficient time outside working hours to vote. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Alaska, however, also adopted and imposes additional, OSHA-approved regulations that meet and exceed those federal standards. Alaska’s State OSHA Plan is overseen by the Labor Standards and Safety Division of the Alaska Department of Labor and Workforce Development.
Alaska currently has no work break laws or regulations. If, however, an employer allows meal breaks, said breaks aren’t required to be paid if they last more than 20 minutes and the employee doesn’t work during that time.
As described by the Alaska Human Rights Act, and enforced by the Alaska Commission for Human Rights, employers in Alaska are prohibited from discriminating against employees based on:
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Alaska also requires employers to comply with specific anti-harassment mandates, also outlined in the state’s Human Rights Act. Employers must not, for example, create an offensive environment that the employee is forced to withstand as a condition of employment.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Alaska Non-Compete Agreement Laws | Alaska currently has no laws or regulations banning or limiting the use of non-compete agreements. |
| Alaska Retirement Plan Laws | Alaska currently has no mandatory retirement plan laws or regulations. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
Between constantly changing employment laws and updates to the Affordable Care Act (ACA), keeping your workplace compliant can be a time-consuming and costly challenge. Eliminate the stress and stay up to date with our Compliance Dashboard. View compliance alerts and get a bird’s eye view of what you need to do to avoid fines and penalties.
