Alaska breaks, minors' hours, sick leave, final pay and records rules
HoursReady lists these Alaska rules and does not calculate them: meal and rest breaks: no state requirement for adults; minors: hours, days and breaks; paid sick leave: 1 hour per 30 worked, 40 or 56 hours a year; final pay when employment ends; vacation pay only if promised; employee time and pay records.
Last checked . Not affiliated with the U.S. Department of Labor or any state agency.
In the calculators: Alaska rules page available; automatic calculation coming. Until then the HoursReady calculators apply federal rules for Alaska and say so on screen.
Meal and rest breaks: no state requirement for adults
The Alaska Department of Labor states that employers are not required to give breaks to employees 18 and over. Breaks an employer allows that last less than 20 minutes are paid; meal periods of more than 20 minutes with no work done need not be paid. Minors under 18 have a 30-minute break rule (not in this entry).
Minors: hours, days and breaks
Under 16: no more than nine hours of school attendance and work combined in one day, work only between 5 a.m. and 9 p.m., and no more than 23 hours a week outside school hours (the Department summary gives 40 hours a week during school vacations). Under 18: no more than six days a week. A minor under 18 scheduled for six consecutive hours or more gets a break of at least 30 minutes, after the first hour and a half and before the last hour; after five consecutive hours without a break, at least 30 minutes before continuing. Under 17: a work permit, or a job the commissioner cleared in advance, is needed. Under 14: only listed work. Not calculated.
Paid sick leave: 1 hour per 30 worked, 40 or 56 hours a year
From July 1, 2025 (or the start of employment, if later) employees accrue at least 1 hour of paid sick leave for every 30 hours worked. Employers with 15 or more employees must allow up to 56 hours a year to be accrued and used; employers with fewer than 15, up to 40 hours. Employer size is counted as full-time equivalents in the previous calendar year. Unused leave carries over. Overtime-exempt salaried employees are counted at 40 hours a week (or their shorter normal week). Leave is reinstated on rehire within six months. Proof may be asked only after more than three consecutive workdays. Accrued leave need not be paid out when employment ends. Minors under 18 working part time, no more than 30 hours in a week, are exempt. Not calculated.
Final pay when employment ends; vacation pay only if promised
If the employer ends the employment, for any reason, final pay is due within three working days. If the employee quits, it is due on the next regular payday that is at least three days after the employer received notice. Late final pay may carry a penalty of the regular wage for up to 90 working days. No law requires vacation, holiday or severance pay; it is due only if the employer promised it, and the Department enforces the employer's own rules. Not calculated.
Employee time and pay records (three years)
Employers keep, for at least three years at the place where the employee works, each employee's name, address and occupation, rate of pay and amount paid each pay period, and hours worked each day and each workweek. Each pay statement shows straight-time and overtime hours, sick leave used in the accrual year and the sick leave balance. Not calculated.
This page explains published rules. It is not legal advice. Exemption questions need a professional. Not affiliated with the U.S. Department of Labor or any state agency.
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