Tennessee Labor Laws continue to evolve, and employers operating in the state should align policies, payroll, and posting practices with the latest state and federal requirements. Below is a clear, practical briefing of the most important updates and confirmations for 2024–2025, including wage and hour rules, hiring verification, workplace postings, leave and accommodations, OSHA/TOSHA reporting, and more.
Wage & Hour: Minimum Pay, Overtime Thresholds, Breaks, and Final Pay
Minimum wage
Tennessee does not have a state minimum wage; employers covered by the Fair Labor Standards Act (FLSA) must pay the federal minimum wage of $7.25/hour. Proposed state increases have not been enacted.
New federal overtime salary thresholds
The U.S. Department of Labor’s 2024 final rule raised the salary floor for the “white-collar” (EAP) exemptions. The standard salary level increased to $844/week on July 1, 2024, and to $1,128/week on January 1, 2025, with triennial updates going forward. Review exempt classifications, adjust salaries, or reclassify to non-exempt where appropriate.
Meal/rest breaks
Tennessee requires a 30-minute unpaid meal/rest period for employees scheduled 6 consecutive hours, with limited “ample opportunity” exceptions (which do not apply to minors). Plan schedules so the break isn’t during or before the first hour of work.
Final paychecks & pay frequency
Private employers must pay wages at least monthly and provide final wages no later than the next regular payday or within 21 days, whichever is later. Ensure payday notices are posted in two conspicuous places.
Hiring & Work Authorization: E-Verify and Remote I-9
Tennessee Lawful Employment Act (TLEA)
As of January 1, 2023, private employers with 35+ full-time equivalent employees (under the same FEIN) must use E-Verify for all new hires. Employers below the threshold may choose E-Verify or maintain approved identity/work-authorization records.
Remote I-9 inspection (federal)
Employers enrolled in E-Verify may use DHS’s alternative remote document examination procedure if they meet program conditions and follow the required steps—useful for hybrid and multi-site teams.
Required State & Federal Posters: 2024 Revisions
Tennessee’s Wage Regulation/Child Labor and Unemployment Insurance posters were revised in 2024. Replace outdated postings with the current versions and ensure they’re displayed where employees congregate (e.g., break rooms or time-clock areas).
Leave & Accommodations: Pregnant Workers Fairness Act (PWFA)
The PWFA—applicable to employers with 15+ employees—requires reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, absent undue hardship. The EEOC’s final regulation took effect June 18, 2024, and includes examples of reasonable accommodations and documentation rules. Update accommodation policies, manager training, and request workflows accordingly.
Independent Contractor Classification: 2024 Rule & Litigation Snapshot
The DOL’s final rule on employee vs. independent contractor status under the FLSA took effect March 11, 2024, restoring a totality-of-the-circumstances economic-reality test. This increases scrutiny of contractor arrangements (e.g., control, opportunity for profit/loss, permanence). Ensure your vendor/contractor files and statements of work reflect economic independence where intended.
Separately, the FTC’s proposed national ban on non-compete agreements was set aside by a federal court in Texas in August 2024, so the FTC rule is not in effect. Tennessee employers should continue to follow existing state and contract law (note that physician non-competes are permitted with limits under state law).
OSHA/TOSHA Recordkeeping: Expanded Electronic Submissions
OSHA’s electronic recordkeeping rule, effective January 1, 2024, requires certain employers in designated high-hazard industries with 100+ employees at an establishment to electronically submit Form 300A, 300, and 301 data annually via the Injury Tracking Application. TOSHA has aligned communications and reminders; 2024 logs were due March 2, 2025. Confirm your NAICS coverage and submission readiness each year.
Unemployment Insurance (UI): Wage Base & Systems
The UI taxable wage base in Tennessee remains $7,000 for 2024 and 2025. The state also modernized its Employer e-Services portal, adding self-service account management and error correction tools—useful for audits and quarterly filings.
Child Labor: Scheduling & Break Rules for Minors
Tennessee’s Child Labor Act protects workers ages 14–17. Among other limits, minors scheduled for 6 consecutive hours must receive a 30-minute unpaid break, with no waiver and no “ample opportunity” exception. Confirm scheduling, hour limits during school days, and permitted occupations for youth hires, and ensure your state child-labor poster is current.
Pay Transparency: No Statewide Mandate (Yet)
Tennessee currently has no statewide pay transparency or salary-range disclosure law for private employers. That said, national trends continue to move toward disclosure; multi-state employers should harmonize job-posting templates and compensation communications to avoid conflicts with other jurisdictions.
Employer Action Checklist
- Audit exempt pay against the $1,128/week standard salary level now in effect; reclassify or adjust where needed.
- Confirm E-Verify enrollment if you have 35+ FTEs; add the remote I-9 workflow if you qualify.
- Swap posters to Tennessee’s May/Sept 2024 revisions and keep them in high-visibility areas.
- Refresh PWFA procedures: accommodation request intake, documentation, and manager training.
- Validate OSHA/TOSHA e-reporting eligibility and deadlines; retain OSHA logs and submit electronically if required.
- Reaffirm wage basics: monthly pay minimum, 30-minute meal/rest period for 6-hour shifts, and timely final pay.
- Review restrictive covenants in light of the FTC rule being set aside; continue to follow Tennessee contract law and applicable professional-specific statutes.
Staying current with Tennessee Labor Laws protects your organization from compliance risk, supports employee trust, and keeps operations running smoothly; build these updates into your 2025 HR compliance roadmap to ensure you’re fully aligned with Tennessee Labor Laws.
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