Millions Recovered
For Unpaid Workers
Maine's exempt salary threshold is $45,300 — far above federal — so many "salaried" workers are owed overtime. Recovery includes DOUBLE damages and reaches back 6 years.
No fees unless we win. We only get paid when you do.
Get an estimate of what you're owed in just 60 seconds. This calculator is based on federal FLSA laws and includes liquidated damages (double your unpaid wages).
To be exempt from overtime in Maine, you must earn at least 3,000 times the minimum wage — $45,300.00/year in 2026, versus the federal $35,568. Salaried workers earning between those two numbers are owed overtime in Maine even though federal law would exempt them. Add a 6-year lookback and mandatory double damages, and Maine is one of New England's strongest wage-claim states.
| Provision | Maine Law | Federal FLSA | Which Applies? |
|---|---|---|---|
| Overtime Threshold | 40 hours/week (26 M.R.S. § 664(3)) | 40 hours/week | Same standard |
| Minimum Wage | $15.10/hr (2026, CPI-adjusted; Portland higher) | $7.25/hr | Maine (2x federal) |
| Exempt Salary Threshold | $45,300.00/yr (3,000x min wage) | $35,568/yr ($684/wk) | Maine (harder to be exempt) |
| Statute of Limitations | 6 years | 2 years (3 if willful) | Maine (3x longer!) |
| Damages | Judgment includes 2x unpaid wages as liquidated damages + interest + fees (§ 626-A) | 1x liquidated (good-faith defense) | Maine (stronger) |
| Tipped Minimum | $7.55/hr (50% of MW) | $2.13/hr | Maine (3.5x higher) |
26 M.R.S. § 663(3)(K)
Earning a salary between $35,568 and $45,300.00? Federal law may call you exempt — Maine law doesn't. Thousands of Maine "managers" and "coordinators" in this band are owed overtime right now.
26 M.R.S. § 626-A
A judgment for unpaid wages in Maine includes twice the unpaid amount as liquidated damages, plus interest, costs, and attorney fees.
14 M.R.S. § 752
Maine wage claims reach back 6 years — triple the standard federal period. Long-term misclassification produces major recoveries.
FLSA + 26 M.R.S. § 664
Seafood processors, canneries, and tourism employers leaning on "seasonal" exemptions often misapply them. Many seasonal workers are fully overtime-eligible.
FLSA + § 664
Pre-shift gear-up at processing plants, unpaid travel between care clients, after-hours work — all compensable time.
26 M.R.S. § 1043 ABC-style test
Maine applies a strict employee-status test. Misclassified contractors recover unpaid overtime and minimum wages — doubled, across 6 years.
Violations: Unpaid donning/doffing, misapplied seasonal exemptions, off-the-clock cleanup at processors along the coast.
Violations: Tip credit abuse, unpaid prep/closing work, misclassified "managers" under Maine's higher salary threshold.
Violations: Unpaid travel between clients, automatic lunch deductions, off-the-clock charting across Maine's aging-care economy.
Violations: Day rates without overtime, unpaid travel to remote sites, misclassified equipment operators.
Violations: Assistant managers earning under $45,300.00 misclassified as exempt — they're owed overtime under Maine law.
Violations: 1099 misclassification under Maine's strict test, day rates with no OT, unpaid travel.
1.5x your regular rate over 40 hours — going back up to 6 years
Judgment includes an additional amount equal to TWICE the unpaid wages (§ 626-A)
A reasonable rate of interest on the unpaid wages
The employer pays your legal fees separately — not from your recovery
Maine's 6-year window is triple the standard federal lookback — but every pay period that passes still drops your oldest week.
⚠️ Don't wait — preserve every year of your claim.
Maine quietly built one of the strongest wage-claim frameworks in the country: a high salary threshold for exemptions, double damages, and a 6-year reach.
💼 Free Case Review — No Fee Unless We Win
Use the calculator above to estimate what you're owed, then tell us about your situation.
Expert legal review of your overtime claim. No fees unless we win. Use the calculator above to estimate your recovery, then contact us for a detailed case analysis.