When plans shift unexpectedly, storms hit, or systems go down, one common question arises: Do employees need to be paid if they report to work but aren’t given any work to do?

The answer depends on where you live -and whether you’re following federal law or your state’s rules. Some states have “reporting-time pay” laws that require employers to pay a minimum amount simply because the employee showed up -even if no work was ultimately performed.

Federal Law: Pay for Time Worked -and Breaks

Under the Fair Labor Standards Act (FLSA):

• Employers are not required to pay nonexempt employees if no work is performed.
• However, breaks shorter than 20 minutes must be paid.
• Remote workers are also entitled to the same protections.

The FLSA requires payment for actual time worked, but nothing more -meaning if an employee reports for an 8-hour shift and is sent home after 15 minutes with no work, they are only owed payment for those 15 minutes (unless a state law says otherwise.)

State Reporting-Time Pay Laws: A Mixed Bag

A handful of states (plus D.C.) go a step further. They have reporting-time pay laws that require employers to pay employees a minimum amount when they show up for a scheduled shift -even if they don’t work or only work briefly.

State	Who’s Covered	Minimum Pay Owed	Notes
California	Nonexempt employees	½ scheduled shift (min 2 hrs, max 4 hrs)	Time worked counts toward total; extra pay for second “callbacks”
Massachusetts	Nonexempt employees	3 hours at minimum wage	Applies only if shift was scheduled for 3+ hours
Connecticut	Industry-specific	2–4 hours at regular rate	Hotel: 2 hrs; Laundry: 4 hrs; if not notified day before
New Hampshire	Nonexempt employees	2 hours at regular rate	Applies even if no work is performed
New Jersey	Nonexempt employees	1 hour at regular rate	Only if weekly hour requirement hasn’t already been met
New York	Nonexempt employees	Up to 4 hours at minimum wage	Based on scheduled shift
Rhode Island	Nonexempt employees	3 hours at regular rate	Even if shift scheduled for only 2 hours
D.C.	Nonexempt employees	4 hours or full shift (whichever is greater)	Can be at minimum wage
Oregon	Minors (under 18) only	½ scheduled shift or 1 hour (whichever is more)	Does not apply to adults

In all other states, there is no reporting-time pay law -but wage agreements or contracts may still obligate an employer to pay for a minimum number of hours.

What About Remote Workers?

While it might seem like reporting-time pay only applies to in-person roles, remote workers are not automatically exempt. 

• If a remote employee is scheduled to work and logs on or is available but cannot do work due to no assignments or tech issues, reporting-time pay laws may still apply depending on the state.
• The federal FLSA still applies: if a remote employee performs any work (Even checking an email), they must be paid for that time.
• Breaks under 20 minutes must still be paid -even remotely.
• Employers should clearly define what counts as “reporting to work” in remote settings (e.g., logging into systems, checking in via Zoom, or being on standby).

Create clear protocols for remote schedules and technical disruptions to avoid ambiguity -and potential liability.

What About Weather Closures or Emergencies?

Many state laws include exceptions for:

• Acts of God (e.g., severe weather, floods, natural disasters)
• Employers who made a good faith effort to notify employees ahead of time
• Employees who already met guaranteed weekly hours through a wage agreement

It is critical that employers clearly communicate closures or schedule changes and document their efforts to inform staff- remote and on-site alike.

For Employers: How to Prepare

If you manage a team or run a business, here’s what you can do to stay compliant and prepared:

• Know the laws in the states where you operate.
• Update employee contact info regularly.
• Set clear definitions for reporting time in both on-site and remote contexts.
• Have a reliable system for communicating closures or schedule changes.
• Train payroll staff to distinguish between regular pay and reporting pay.
• Review any wage agreements or union contracts for minimum hour guarantees.

While federal law keeps things relatively simple by only requiring pay for time actually worked, many states take a more protective stance—mandating minimum pay for employees who report for a shift, even if no work is available. This includes remote workers who log in but are not provided tasks. Employers must stay alert to the laws in each state where they operate, especially during weather disruptions or unexpected closures. By maintaining clear communication, updating policies, and training payroll staff, businesses can stay compliant and foster trust with their teams—even when the unexpected hits.