Working Hours and Overtime in Puerto Rico

In Puerto Rico, your company must comply with working hour and overtime laws – including daily limits, overtime thresholds, and rest requirements – to stay compliant and build a strong employee experience.

To remain compliant through 2026, employers should maintain clear written policies on scheduling, overtime authorization, and rest periods, supported by reliable timekeeping and payroll systems. Anticipated regulatory trends point toward closer enforcement of record-keeping obligations, greater scrutiny of misclassification of exempt employees, and potential adjustments to minimum wage and premium pay rules, so employers should regularly review their practices and seek updated legal guidance.

• Standard Working Hours
• Overtime Thresholds
• Overtime Pay Rates
• Daily And Weekly Rest Requirements
• Night Work Restrictions
• Penalties For Non-Compliance

What Are The Standard Working Hours In Puerto Rico?

An employee whose age is 17 or younger has a maximum of 6 hours per day and 36 hours per week. An employee whose age is 18 or older is allowed to work 40 hours per week. A minimum meal interval of 60 minutes must be observed by employees who work more than 5 consecutive hours in a day. In typical working hours, Monday through Friday, the hours are 8:00 a.m. to 5:00 p.m.

Maximum Working Hours In Puerto Rico

In Puerto Rico, the standard workday for adult employees is 8 hours and the standard workweek is 40 hours, usually spread over 5 days. Any work performed beyond 8 hours in a calendar day or beyond 40 hours in a workweek is generally considered overtime and must be compensated at the applicable premium rate. Employers should clearly define the workweek in writing – commonly Sunday to Saturday or Monday to Sunday – and apply it consistently for all employees to determine when overtime is triggered.

Puerto Rico law also distinguishes between regular daytime hours and night work. Daytime hours typically run from 6:00 a.m. to 6:00 p.m., while work performed outside this window may be treated as night work and can attract additional premiums under local law or collective bargaining agreements. Employers should monitor scheduling to avoid excessive daily hours and ensure that employees receive the required meal periods and daily rest between shifts.

Industry-Specific Exceptions

• Hospital And Health Care Services
• Hospitality, Hotels, And Restaurants
• Retail And Shopping Centers
• Transportation And Logistics Services
• Security And Guard Services
• Agriculture And Seasonal Harvest Work
• Call Centers And Business Process Outsourcing

Managerial And Exempt Employees

Certain managerial, executive, and professional employees in Puerto Rico may be classified as exempt from some working time and overtime provisions, provided they meet specific criteria related to their primary duties, level of independent judgment, and salary basis. These employees typically supervise other workers, participate in high-level decision-making, or perform work that is predominantly intellectual and requires advanced knowledge.

Even when employees are exempt from overtime, employers should still manage their working hours responsibly to avoid fatigue, burnout, and potential disputes over misclassification. Written job descriptions, clear organizational charts, and consistent pay practices are essential to support exempt classifications. When in doubt, employers should treat borderline roles as non-exempt and pay overtime rather than risk non-compliance.

Statutory Full-Time Working Hours In Puerto Rico

For most purposes, full-time employment in Puerto Rico is based on the statutory standard of 8 hours per day and 40 hours per week. Employees who regularly work at or near this threshold should be treated as full-time for scheduling, benefits eligibility, and overtime calculations. Part-time employees who work fewer hours are still protected by minimum wage, overtime, and rest-period rules for the hours they do work.

Employers should document each employee’s expected weekly hours in offer letters or employment contracts and track actual hours worked through reliable timekeeping systems. This helps ensure that overtime is correctly identified and paid, that rest periods are respected, and that any changes to full-time or part-time status are transparent and compliant with Puerto Rico labor regulations.

Overtime Regulations In Puerto Rico

What Counts As Overtime In Puerto Rico?

In Puerto Rico, overtime is generally any time worked beyond the statutory standard of 8 hours in a day or 40 hours in a workweek for non-exempt employees. Work performed on the employee’s designated rest day, on certain public holidays, or outside the agreed regular schedule may also qualify for overtime or premium pay, depending on the circumstances and any applicable collective bargaining agreement.

Employers must require prior authorization for overtime but cannot refuse to pay overtime that was actually worked and not properly prevented. Instead, they may apply internal disciplinary measures for unauthorized overtime while still compensating the employee at the correct premium rate. Accurate time records – including start and end times, meal breaks, and any on-call or standby periods – are essential to determine when overtime has been incurred.

Maximum Overtime In Puerto Rico

Puerto Rico law does not encourage excessive overtime and expects employers to organize work so that the 8-hour day and 40-hour week remain the norm. While there is no single absolute cap on overtime hours in all situations, employers must ensure that overtime is reasonable, does not endanger employee health and safety, and respects required daily and weekly rest periods.

As a best practice, employers should monitor overtime trends, set internal limits, and rotate overtime opportunities fairly among qualified employees. For minors and certain vulnerable categories of workers, stricter limits apply, and overtime should generally be avoided. When business needs require sustained overtime, employers should consider hiring additional staff or adjusting shifts to remain compliant and reduce legal and operational risks.

Overtime Payout Rates In Puerto Rico

Overtime in Puerto Rico is typically paid at a premium rate above the employee’s regular hourly wage. For most non-exempt employees, hours worked beyond 8 in a day or 40 in a week must be paid at least at time and a half – 1.5 times the regular rate of pay. Certain hours, such as work performed on designated rest days or specific public holidays, may require higher premium rates under local statutes or collective agreements.

The regular rate of pay must include not only the base hourly wage but also certain bonuses, commissions, and other remuneration that are tied to hours worked or productivity. Employers should establish clear payroll procedures to calculate the regular rate correctly and apply the appropriate overtime multiplier. Overtime pay should be itemized on pay slips so employees can see how it was calculated, and records should be retained for the statutory period in case of audits or disputes.

Rest Periods And Breaks In Puerto Rico

Employees in Puerto Rico typically work up to 8 hours per day and 40 hours per week, and rest periods and breaks are designed to protect their health and productivity within these limits. Employers must schedule meal breaks when employees work more than 5 consecutive hours, ensure adequate daily rest between shifts, and provide weekly rest days so that the overall pattern of work and rest remains balanced and compliant with local labor standards.

• Meal Break Requirements
• Daily Rest
• Weekly Rest
• Minors
• Employer Duties