Millions Recovered
For Unpaid Workers
Rhode Island pays time-and-a-half for retail Sunday and holiday work — on top of regular overtime — with a $16.00 minimum wage rising to $17 in 2027.
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).
Rhode Island is one of the only states requiring time-and-a-half for Sunday and holiday work in retail — separate from regular overtime. Add a $16.00 minimum wage (rising to $17.00 in 2027), liquidated damages up to 2x, and a 3-year lookback, and Rhode Island workers have strong claims.
| Provision | Rhode Island Law | Federal FLSA | Which Applies? |
|---|---|---|---|
| Overtime Threshold | 40 hours/week (§ 28-12-4.1) | 40 hours/week | Same standard |
| Minimum Wage | $16.00/hr (2026) → $17.00 (2027) | $7.25/hr | Rhode Island (2.2x federal) |
| Sunday/Holiday Pay | Time-and-a-half for retail Sunday & holiday work (§ 25-3) | No equivalent | Rhode Island only |
| Statute of Limitations | 3 years | 2 years (3 if willful) | Rhode Island (no willfulness needed) |
| Damages | Up to 2x unpaid wages as liquidated damages (§ 28-14-19.2) | 100% liquidated (good-faith defense) | Similar (up to 2x) |
| Tipped Minimum | $3.89/hr (must reach $16.00 with tips) | $2.13/hr | Rhode Island (higher) |
R.I. Gen. Laws § 25-3
Retail workers must receive time-and-a-half for Sunday and holiday hours — and that work must be voluntary. Employers paying straight time for Sundays owe the 50% premium for every affected shift.
R.I. Gen. Laws § 28-12-3
Rhode Island's minimum wage hit $16.00 in 2026 and rises to $17.00 in 2027. Employers paying stale rates owe the difference for every hour.
R.I. Gen. Laws § 28-14-19.2
Wage violations carry liquidated damages up to twice the unpaid amount, plus attorney fees — with a 3-year reach and no willfulness requirement.
FLSA § 203(m) + state law
Managers and owners can never share in tip pools. Tips must bring you to $16.00/hour — if not, the employer owes the gap.
29 C.F.R. Part 541
A salary and a title don't eliminate overtime rights. You must earn at least $684/week AND perform true executive, administrative, or professional duties.
FLSA + § 28-12-4.1
Unpaid opening/closing in retail, pre-shift prep in restaurants, off-the-clock charting in healthcare — all compensable time.
Violations: Straight-time Sundays and holidays (the § 25-3 premium is mandatory), assistant manager misclassification, off-the-clock closing.
Violations: Tip credit abuse, managers in tip pools, unpaid side work across Providence and Newport's dining scene.
Violations: Automatic lunch deductions while working, off-the-clock charting, mandatory unpaid training.
Violations: Misapplied seaman exemptions for shoreside workers, day rates without overtime at boatyards.
Violations: 1099 misclassification, day rates with no OT, unpaid travel between job sites.
Violations: Unpaid security screenings, misclassified drivers, shaved hours.
1.5x your regular rate for all hours over 40 per week
The unpaid 50% premium for retail Sunday/holiday shifts (§ 25-3)
Up to twice the unpaid wages on top (§ 28-14-19.2)
The employer pays your legal fees separately — not from your recovery
Rhode Island gives you 3 years to file wage claims — a year more than the standard federal period, with no need to prove willfulness.
⚠️ Don't wait — you lose older claims as time passes!
Rhode Island keeps raising its wage floor and maintains premium-pay rules that exist almost nowhere else in America.
💼 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.