New Hampshire, a state known for its scenic beauty and low taxes, also has a unique set of labor laws that employers and employees must understand. Whether you’re a business owner, an employee, or a worker in the state, it’s essential to stay up to date with New Hampshire labor laws in 2025.
This guide will provide you with a comprehensive overview of key labor laws and rights that you should be aware of in the coming year.
Minimum Wage in New Hampshire
As of 2025, New Hampshire’s minimum wage laws are structured around the federal minimum wage of $7.25 per hour. However, New Hampshire has no state-mandated minimum wage, and private employers are required to comply with federal wage laws.
For employees in specific industries like tipped workers, the federal tip credit law applies. In this case, employees who make $30 or more in tips can receive a reduced minimum wage as long as their total earnings (hourly wage + tips) meet or exceed the federal minimum wage.
Employers must keep in mind that New Hampshire does not set higher minimum wage requirements compared to the federal government, but they must ensure that employees are paid fairly and that any local ordinances (in towns like Concord or Manchester) are considered.
Overtime Pay Regulations
New Hampshire labor laws follow the federal Fair Labor Standards Act (FLSA) when it comes to overtime. In general, employees are entitled to overtime pay if they work more than 40 hours in a workweek. Overtime is paid at a rate of 1.5 times the employee’s regular rate of pay.
Some employees are exempt from overtime pay based on their job duties and salary level. For example, executive, administrative, and professional employees who earn a salary above a certain threshold may not be entitled to overtime. It is crucial for employers to ensure proper classification of employees to avoid violations.
Employee Breaks and Meal Periods
Under New Hampshire labor laws, employers are not required to provide employees with rest breaks. However, if an employer does provide rest breaks, they must be paid if they last less than 20 minutes.
Regarding meal breaks, employees who work for more than five consecutive hours are entitled to a meal break of at least 30 minutes. Meal breaks are generally unpaid unless the employee is expected to remain on the premises and work during the break.
Employers must ensure that employees understand their rights regarding breaks and meal periods, as failing to comply can lead to legal issues.
Workplace Safety and Workers’ Compensation
New Hampshire’s labor laws place a strong emphasis on workplace safety and workers’ compensation. Employers are required to maintain a safe work environment and comply with Occupational Safety and Health Administration (OSHA) standards.
In the case of a workplace injury, New Hampshire labor law mandates that employers must carry workers’ compensation insurance to cover medical expenses and lost wages for injured employees. Workers’ compensation benefits are available for both full-time and part-time employees, as well as seasonal workers.
Employees who are injured at work should immediately report the injury to their employer, as failure to do so within a certain period may lead to a denial of compensation. Employers must comply with New Hampshire’s workers’ compensation laws to avoid fines or penalties.
New Hampshire Family and Medical Leave
While New Hampshire does not have a state-specific family and medical leave law, it does require compliance with the federal Family and Medical Leave Act (FMLA). This law provides eligible employees with up to 12 weeks of unpaid leave for certain family and medical reasons, such as the birth of a child, the need to care for a family member with a serious health condition, or the employee’s own health condition.
To qualify for FMLA in New Hampshire, employees must have worked for the employer for at least 12 months and have worked at least 1,250 hours in the previous year. Employers must maintain the employee’s health benefits during the leave period.
It’s also worth noting that New Hampshire has no state-mandated paid family leave, but the federal law still provides some protections.
At-Will Employment in New Hampshire
New Hampshire follows the doctrine of “at-will employment,” meaning that an employer can terminate an employee at any time, with or without cause, and without prior notice. Similarly, employees are free to leave their job at any time for any reason.
However, at-will employment is subject to exceptions. Employers cannot fire employees based on illegal discrimination (such as race, sex, disability, or religion) or in retaliation for asserting rights protected by law, such as filing a workers’ compensation claim or complaining about workplace safety.
Discrimination and Harassment Laws
New Hampshire labor laws are designed to protect workers from discrimination and harassment in the workplace. The New Hampshire Commission for Human Rights enforces state laws prohibiting employment discrimination based on factors like race, color, sex, religion, age, disability, and sexual orientation.
In addition to these state-level protections, federal law also prohibits discrimination under Title VII of the Civil Rights Act and other related laws. Employers are required to provide a work environment free of harassment and discrimination, and they must have clear policies in place to address complaints and grievances.
Employment Contracts and Non-Compete Agreements
In New Hampshire, employment contracts are enforceable, but there are certain limitations. Employment agreements, including non-compete agreements, must be reasonable in terms of time, geographic scope, and the type of work restricted.
Non-compete agreements are particularly important in industries like technology and healthcare, where proprietary information and trade secrets are often at stake. However, New Hampshire courts may void or modify overly restrictive agreements, so it’s essential for employers to craft these contracts carefully to ensure they are enforceable.
Child Labor Laws in New Hampshire
New Hampshire enforces specific laws regarding the employment of minors. The state follows federal guidelines set by the Fair Labor Standards Act (FLSA) on child labor, which restricts the hours and types of work that minors can perform. For instance, minors under 14 years old are prohibited from working in most non-agricultural jobs, while minors aged 14 and 15 can work limited hours outside of school hours.
In New Hampshire, minors aged 16 and 17 have fewer restrictions but still cannot perform certain hazardous tasks. Employers must be vigilant about adhering to these child labor laws to avoid penalties.
Conclusion
As a business owner or employee in New Hampshire, staying informed about the state’s labor laws is essential to ensuring compliance and protecting your rights. From minimum wage and overtime regulations to family leave and workplace safety, understanding New Hampshire labor laws in 2025 will help you navigate the complexities of employment in the state.
