Arkansas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)

In Arkansas, family and medical leave is unpaid and job-protected under federal law (FMLA).

Eligible employees, who have worked for at least 12 months and 1,250 hours, can take up to 12 weeks of leave per year for specific family and medical reasons.

In Arkansas, there is no state mandate for sick leave for private employers; it is based on employer policies. Some employers may offer paid sick leave, which can accumulate based on hours worked.

For state employees, however, sick leave is regulated: eligible staff accrue one day of sick leave per month, with provisions allowing up to 120 days to be carried over annually. Emergency, hourly, intermittent, or per diem state employees do not receive this benefit.

Employees in Arkansas are entitled to take leave for organ or bone marrow donation. For private sector employees, this leave is unpaid unless otherwise decided by the employer, while public employees receive paid leave—up to 7 days for bone marrow and 30 days for organ donation annually.

Arkansas law mandates that all employers allow employees time off for jury service. This leave is unpaid for private employees but paid for state employees. Employers are prohibited from penalizing employees for taking jury duty leave.

Employers in Arkansas must provide sufficient unpaid time off for employees to vote, according to state law. Any employer who denies this can face fines ranging from $25 to $250.

Military service leave in Arkansas is governed by both state and federal laws, providing up to 15 days of paid leave for training or official duties. Additional, extended leave for active duty is available but is unpaid. This applies to all employers and includes job reinstatement rights.

In Arkansas, bereavement leave is not mandated by state law and is offered at the discretion of employers. The conditions, including duration and pay, vary by employer.

In Arkansas, the minimum wage is consistent across the state, including in various cities and counties. As of now, there are no cities or counties in Arkansas that have established a minimum wage higher than the state-mandated rate of $11.00 per hour. This uniformity applies to all locations within the state, including major cities such as Little Rock, Fort Smith, Fayetteville, and Jonesboro, as well as counties like Benton, Pulaski, and Washington.

In Arkansas, certain roles or occupations can be paid sub-minimum wage under specific conditions. Here are the primary categories:

1. Tipped Employees, such as waitstaff and bartenders, can be paid a minimum wage of $2.63 per hour. Employers must ensure that tips combined with this wage meet or exceed the standard minimum wage of $11.00 per hour. If not, employers are required to make up the difference.

2. Full-Time Students enrolled in accredited educational institutions can be paid at least 85% of the minimum wage, which equates to $9.35 per hour as of the current rate. This applies under certain conditions, including a limit on work hours during school sessions.

3. Student-Learners and Apprentices, similar to full-time students, may also qualify for a sub-minimum wage under specific training programs, provided they have the necessary certifications from the U.S. Department of Labor.

In Arkansas, several roles and occupations are exempt from minimum wage and overtime under the state and federal laws. These exemptions include executive, administrative, professional, and outside sales employees who meet specific criteria.

The final rule will increase the standard salary level from $844 onto $1,128 on January 1, 2025. For highly compensated employees (HCE), the threshold will rise to $151,164 in 2025. This adjustment affects employees nationwide, including in Arkansas, ensuring their exemption statuses align with inflation and cost of living changes.

Arkansas follows the “at-will” employment doctrine, which allows employers and employees to terminate the employment relationship at any time, for any reason, or for no reason, except when discrimination or contractual obligations exist​.

Arkansas is a “Right-to-Work” state, meaning employees cannot be required to join a union or pay union dues as a condition of employment​.

Arkansas employers can conduct background checks with consent and require job applicants to undergo drug tests after conditional job offers. Employers must comply with the Fair Credit Reporting Act and Arkansas’s drug-free workplace laws.

The state enforces EEO policies, prohibiting discrimination based on race, sex, age, disability, and more. Employers are required to establish comprehensive hiring programs aimed at increasing minority representation​.