Operational compliance in New Hampshire frequently hinges on local wage ordinances.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Hello, leaf peepers! Wellcome to The Granite State and home of the famous Mount Washington Auto Road, New Hampshire.
New Hampshire’s employment laws closely mirror federal standards, offering a straightforward framework for employers. The state follows the federal minimum wage, does not require paid sick leave, and leaves many workplace policies—like PTO and reimbursements—to employer discretion. However, New Hampshire does maintain a voluntary paid family and medical leave (PFML) program, providing additional flexibility for workers and businesses.
Whether you manage employees directly or through an Employer of Record (EOR) like HireArt, understanding these regulations helps ensure fair, consistent, and compliant employment practices.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
New Hampshire follows the federal minimum wage rate.
Employers must pay at least $7.25 per hour under the Fair Labor Standards Act (FLSA). The state does not set its own higher rate, and local governments are preempted from adopting separate wage ordinances.
Employers must follow the higher applicable rate between state and local law.
New Hampshire does not have a statewide paid sick leave requirement.
Instead, the state offers a voluntary Paid Family and Medical Leave (PFML) program, which allows employers to provide wage replacement benefits for eligible workers during qualifying family or medical absences. Participation is optional, and employers can choose whether to join the state-administered plan or offer a private alternative.
New Hampshire’s labor laws are standardized across the state.
There are no city or county ordinances that exceed state labor standards, as the state preempts local regulation of employment matters. Employers can therefore maintain uniform policies across all New Hampshire locations.
New Hampshire law does not mandate meal or rest breaks for adult employees.
Employers should rely on company policies, collective bargaining agreements (CBAs), or the FLSA’s guidelines when structuring work hours and rest periods. Although not legally required, providing breaks can promote productivity and workplace safety.
Payment of unused paid time off (PTO) at termination is governed by the employer’s written policy or contract.
New Hampshire law enforces the employer’s established policy unless accrued vacation or PTO is defined as earned wages. Employers should maintain written policies that clearly address whether PTO will be paid out when employment ends.
Reimbursement requirements in New Hampshire are policy-driven.
There is no general statute mandating reimbursement for business-related expenses. Employers should create clear policies that define reimbursable costs—such as travel, tools, or remote work expenses—and outline procedures for employee reimbursement requests.
Employers must provide itemized pay statements and ensure final wages are paid promptly.
Maintaining accurate and transparent pay records helps ensure compliance and builds employee trust.
New Hampshire uses both federal and state economic-realities tests to determine worker classification.
If an employer exercises significant direction or control over how work is performed, the individual should be treated as an employee (W-2). Misclassification can lead to penalties, back pay obligations, and potential tax liability under both state and federal law.
HireArt acts as an Employer of Record (EOR) to help companies manage compliance with New Hampshire’s wage and labor requirements. Through HireArt, employers can:
By partnering with HireArt, employers can simplify compliance, minimize risk, and maintain a consistent, transparent employment experience across their New Hampshire workforce.
