South Carolina labor law primarily follows federal standards with minimal state-specific employment requirements. The state does not have its own minimum wage law, does not require meal breaks, and has constitutional Right to Work protections.
Note: South Carolina follows the federal minimum wage of $7.25/hour and relies on federal FLSA for most labor law requirements. The state has minimal additional labor law requirements beyond federal standards.
South Carolina does not have a state minimum wage law and follows federal minimum wage requirements.
South Carolina follows federal overtime requirements under the FLSA with no additional state requirements.
South Carolina does not require employers to provide meal or rest breaks for employees of any age.
South Carolina has minimal state requirements for wage payment.
South Carolina has restrictions on youth employment, primarily following federal law.
South Carolina is a "Right to Work" state with constitutional protection.
South Carolina has strong Right to Work protections in its state constitution:
Since South Carolina has minimal state-specific labor laws, employers must focus on federal compliance:
Fair Labor Standards Act governs minimum wage, overtime, recordkeeping, and youth employment.
Family and Medical Leave Act provides job-protected leave for eligible employees.
Americans with Disabilities Act prohibits discrimination and requires reasonable accommodations.
Prohibits employment discrimination based on race, color, religion, sex, or national origin.
South Carolina is an employment-at-will state:
South Carolina's final wage payment guidelines:
Final wages should be paid by the next regular payday or within 48 hours if the employee requests it. While not as strict as some states, employers should ensure prompt payment to avoid disputes.
Even in states with minimal additional requirements, Rightwork ensures your schedules comply with all federal labor laws including FLSA overtime, minimum wage, and child labor restrictions.
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