Oklahoma maintains a streamlined employment-law framework highlighted by right-to-work protections and a broad ban on non-compete agreements. Many other rules track federal baselines, though there are selective state provisions on pay practices and voting leave.
When it comes to talent and workforce management, Oklahoma-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).
Oklahoma is one of 26 states that currently have right-to-work laws (Okla. Const. art. XXIII, § 1A).
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.
| Oklahoma Minimum Wage | The state of Oklahoma mirrors the federal minimum wage rate of $7.25, including the tipped minimum wage rate of $2.13 for employees who earn tips with their base pay. |
| Oklahoma Overtime Pay Laws | Oklahoma doesn't currently have any overtime pay laws or regulations. However, Oklahoma-based employers must still comply with the Fair Labor Standards Act's (FLSA) requirement that nonexempt employees receive 1.5 times their normal rate of pay when working over 40 hours a week. |
| Oklahoma Pay Equity Law | Under the Oklahoma Labor Code no employer in Oklahoma can pay wages to women employees at a rate less than the rate at which he pays any employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort and responsibility, except where such payment is made pursuant to a seniority system; a merit system; a system which measures earnings by quantity or quality of production; or a differential based on any factor other than sex. |
| Oklahoma Pay Transparency Law | Oklahoma currently has no pay transparency laws or regulations. |
| Oklahoma Final Paycheck Law | In Oklahoma, employees who voluntarily resign from a job or are involuntarily terminated must receive their final paycheck by the next regular payday. |
| Oklahoma PTO Payout Laws | Oklahoma 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. |
| Oklahoma Paid Sick Leave (PSL) | Oklahoma currently has no paid sick leave laws or regulations. |
| Oklahoma Paid Family and Medical Leave (PFML) | Oklahoma 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. |
| Oklahoma Maternity Leave | Oklahoma 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. |
| Oklahoma Voting Leave Law | Under Oklahoma Statute Title 26 Section 7-101, Oklahoma-based employers must provide employees with up to two hours of paid leave to vote if the employee has less than three consecutive nonworking hours available to vote during the opening and closing of the polls. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
While some states adopt additional health and safety regulations, Oklahoma is an "OSHA plan" state, meaning it defers to OSHA's requirements when addressing health and safety matters, such as having an emergency action plan or providing medical and first aid supplies.
Oklahoma currently has no work break laws or regulations.
As described by the Oklahoma Anti-Discrimination Act, and enforced by the Oklahoma Human Rights Commission, employers in Oklahoma are prohibited from discriminating against employees based on:
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Oklahoma also requires employers to comply with specific anti-harassment mandates, also outlined in the state’s Anti-Discrimination Act. Employers must, for example, take all steps necessary to prevent sexual harassment from occurring.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Oklahoma Non-Compete Agreement Laws | Oklahoma is one of six states to completely ban the use of non-compete agreements under 15 O.S. § 15-219A. However, a limited exception exists related to the sale of a business. |
| Oklahoma Retirement Plan Laws | Oklahoma 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.
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