After 40 hours of working, the risk of accidents and mistakes increases. In order to create sustainable jobs, in many cases, the law encourages you to pay workers “time and a half”—or 1.5 times their regular hourly rate—after 40 hours of work per week and after 8 hours per day. For example, someone earning $15 per hour would get $22.50 per overtime hour when working over 40 hours.
Employers of home attendants can learn more about Federal Department of Labor rules about overtime.
Are you planning to pay a “salary”?
Domestic workers are typically hourly workers to ensure that overtime pay can be calculated and their labor is not exploited. If you would like to guarantee a weekly take-home amount for the worker you employ, or have other questions about this, please contact us at [email protected]
What if I can’t afford overtime pay?
For employers of home attendants: If you employ a home attendant for a high number of hours and cannot afford overtime pay, we encourage you to hire multiple workers and track their hours, so that no one worker works more than 40 hours a week. We recognize that some of you will have to shift your employment practices to do this, and while this may be a challenge in the short run, in the long run these changes will benefit everyone.
For employers of nannies/childcare providers: If you employ a nanny/childcare provider for a high number of hours and cannot afford overtime pay, we encourage you to employ multiple workers; possibly a day-time provider and a night-time provider. Another option is to enter into a “nanny-share” arrangement and in this way share the cost of overtime with other families.
Note: If you participate in a nanny-share, the hourly wage should increase because the worker is caring for more children. So compare costs before making this shift.