Rhode Island employment laws combine strong worker protections with structured employer obligations, particularly in areas like paid leave, wage equity, and non-compete agreements. While the state defers to federal standards in some areas, its legal framework reflects a clear emphasis on transparency, workplace fairness, and employee well-being.
When it comes to talent and workforce management, Rhode Island-based employers need to comply with the following state employment laws:
The below information was last updated July 21, 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 US 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).
Rhode Island currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Rhode Island 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.
| Rhode Island Minimum Wage |
The state of Rhode Island uses its own minimum wage rate of $15.00 per hour, including a tipped minimum wage rate of $3.89 per hour for employees who earn tips with their base pay. |
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According to state law, overtime pay in Rhode Island is calculated at 1.5 times the employee’s regular pay rate for hours worked over 40 in a workweek. Hours worked by retail business employees on Sunday or on holidays, which are paid time and a half, can be excluded from the overtime pay calculation. |
| Rhode Island Pay Equity Law |
Under Rhode Island General Laws §26-6-18, public and private employers are prohibited from wage discrimination based on protected characteristics (i.e., paying different wages based on race, color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin) for comparable work, except where the employer can demonstrate a wage differential is based on certain factors and that such are fairly applied and not used as a pretext for an unlawful wage differential. Employees also have the right to discuss or disclose wages, and job applicants have the right to request a salary range. Employers are restricted from inquiring about salary and wage ranges until after an initial offer of employment has been made. |
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Rhode Island currently has no pay transparency laws or regulations. |
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In Rhode Island, employees who voluntarily resign from a job must receive their final paycheck by the next regular payday. If an employee is involuntarily terminated, they must receive their final paycheck by the next regular payday or within 24 hours if the employer merges, liquidates, disposes of, or relocates the business to another state. |
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Rhode Island currently requires employers to pay out to separated employees, after one year of service, their accrued vacation time that was awarded by either a collective bargaining agreement, a written or verbal company policy, or any other written or verbal agreement between the employer and employee. The state does not, however, have any regulations regarding the use of "use-it-or-lose-it" policies. |
| Rhode Island Paid Sick Leave (PSL) | Rhode Island General Law §28-57 (a.k.a. The Healthy and Safe Families and Workplaces Act) currently requires employers with 18 or more employees to provide employees with 40 hours of paid, protected sick leave. Moreover, the act gives employees in the state the right to take time off from work to care for themselves for various reasons. |
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Rhode Island Paid Family and Medical Leave (PFML) |
Rhode Island is one of over a dozen states with a PFML program. Under its Paid Family Leave Act, employers must inform employees about the Temporary Caregiver Insurance (TCI) program’s paid leave offerings. Furthermore, upon returning from TCI leave, employees must be offered a comparable position, with the equivalent seniority, status, employment benefits, pay, and other terms and conditions, including fringe benefits. |
| Rhode Island Maternity Leave | Rhode Island doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Employees typically rely on a separate type of employer-provided leave, the federal Family and Medical Leave Act (FMLA), or a state-mandated PFML program to obtain maternity leave. |
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Rhode Island Voting Leave Law |
Rhode Island currently has no voting leave laws or regulations. |
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, Rhode Island 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.
Under Rhode Island's meal break law, employers must provide employees with a twenty-minute meal break for a six-hour shift, and a thirty-minute meal break for an eight-hour shift.
As described by the Rhode Island Fair Employment Practices Act, enforced by the RI Commission for Human Rights, employers in Rhode Island are prohibited from discriminating against employees based on:
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Rhode Island also requires employers to comply with specific anti-harassment mandates, also outlined in the Fair Employment Practices Act. Employers must, for example, disclose in a timely manner in writing to the employee the disposition of the complaint.
Rhode Island doesn't, however, require employees to complete any harassment or discrimination training courses.
| Rhode Island Non-Compete Agreement Laws | Rhode Island is one of several states that limit the use of non-compete agreements. Under Rhode Island General Law §28-59-3, a covenant not to compete is enforceable if it’s reasonably necessary to protect the employer's interests, not unreasonably restrictive of the employee's rights, and not against public policy. Non-compete agreements that restrict an employee from engaging in competition after employment aren’t enforceable with employees that are (1) non-exempt under the FLSA, (2) college student, temporary workers, and interns, (3) age 18 or younger, and (4) low wage employees earning not more than 250% of the federal poverty level for individuals. |
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Rhode Island Retirement Plan Laws |
Rhode Island 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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