(650) 332-8623Wisconsin Labor Laws: Wages, Breaks and Overtime (2026)
Wisconsin labor laws for construction employers: minimum wage, overtime, breaks, child labor, and recordkeeping requirements for 2026.
What’s new in 2026?
Wisconsin meals and breaks
30 minutesUnpaid meal breaks
Wisconsin labor laws breaks requirements for minors: a 30-minute unpaid meal break is required for shifts over 6 hours (Wis. Stat. § 103.75). No meal break is required for adult employees under state or federal law.
<30 minutesRest periods
Rest periods under 30 minutes are not required by Wisconsin law. If provided voluntarily, they must be paid and count as work time. A break of 30 minutes or longer may be unpaid, provided the employee is fully relieved of duties.
One day of rest in seven (Wis. Stat. § 103.85)
Construction crews working 7-day stretches on Wisconsin commercial projects fall outside this rule in most cases. Wis. Stat. § 103.85 requires employees in factories and retail establishments to receive at least one full day of rest in every 7-day period. Contractors whose operations cross into industrial or retail site work should confirm whether the rule applies. Employers may apply to the DWD for a permit to work employees on their rest day when business necessity requires it.
Wisconsin leave and paid time off (PTO)
Wisconsin construction employers must comply with both the federal FMLA and the Wisconsin FMLA (WFMLA). Federal FMLA covers employers with 50 or more employees and provides up to 12 weeks of unpaid leave for serious health conditions, childbirth, or care for a family member.
Under the Wisconsin Family and Medical Leave Act (WFMLA) (Wis. Stat. § 103.10), employees may take up to 6 weeks for birth or adoption of a child and up to 2 weeks for their own or a family member’s serious health condition. WFMLA eligibility requires: employer with 50 or more employees, employee tenure of at least 52 weeks, and at least 1,000 hours worked in the preceding 52-week period.
Wisconsin law does not require paid sick leave for private-sector employees. The WFMLA provides unpaid sick leave for eligible employees.
Public employees accrue up to 130 hours (16.25 days) of paid sick leave per year. Unused sick leave carries over year to year and may apply toward health insurance premiums upon retirement.
Vacation leave is not required by Wisconsin law. If an employer provides vacation, it must follow its own established accrual and payout policies.
Public employees may earn vacation based on years of service, ranging from 104 to 216 hours per year, with carryover provisions.
Wisconsin does not require bereavement leave. Many employers provide up to 3 days paid or unpaid. Public employees may use accrued sick leave for the death of an immediate family member.
Wisconsin employees called to military service are protected under federal USERRA. The law guarantees unpaid leave with job restoration rights and continuation-of-benefits protections.
Private employers must provide unpaid leave for jury duty. Public employees receive paid jury duty leave.
Private employers with 50 or more employees must offer up to 6 weeks of unpaid leave for organ or bone marrow donation. Public employees may receive up to 30 days off with pay for organ donation and up to 5 days for bone marrow donation.
Employees are entitled to up to 3 hours of unpaid leave to vote, provided they request it in advance.
Employers with more than 11 employees must provide up to 15 days of unpaid leave for Civil Air Patrol emergency service operations.
Wisconsin wages and overtime
$7.25/hourMinimum wage
The Wisconsin minimum wage 2026 rate for adult and minor employees is $7.25/hour. Unchanged since 2009. No increase scheduled. (Wis. Stat. Ch. 104; 2015 Wisconsin Act 55)
1.5x hourlyOvertime rate
Overtime rate for hours worked over 40 in a workweek for adult employees. (Wis. Stat. § 103.02; FLSA § 207)
$2.33/hourMinimum tipped wage
For tipped employees, the minimum wage is $2.33 per hour. Total earnings (wages + tips) must average at least $7.25/hour over the pay period. Employer must make up the difference if they do not. (Wis. Admin. Code DWD 272.03(2))
Once monthlyPay frequency
Minimum pay frequency. No more than 31 days may pass between pay periods. (Wis. Stat. § 109.03)
Wisconsin law prohibits municipalities from setting minimum wages above the state standard. The minimum wage Wisconsin employers must pay is set exclusively at the state level. No city, village, town, or county may establish a rate higher than $7.25/hour, per 2015 Wisconsin Act 55.
The Wisconsin DWD recognizes the following sub-minimum wage categories (Wis. Admin. Code DWD 272.03):
- Opportunity Employees: Workers under 20 may be paid the opportunity wage of $5.90/hour for their first 90 consecutive calendar days. After 90 days — or on the worker’s 20th birthday, whichever comes first — the $7.25/hour rate applies.
- Tipped Employees: Minimum $2.33/hour. Total earnings (wages + tips) must average at least $7.25/hour per pay period. If they do not, the employer must make up the difference.
- Tipped Opportunity Employees: $2.13/hour for the first 90 days of employment.
- Caddies: $5.90 for 9 holes; $10.50 for 18 holes.
- Camp Counselors: $350/week (no board or lodging); $265/week (board only); $210/week (board and lodging). Rates apply to adults and minors.
These categories are exempt from Wisconsin overtime requirements (Wis. Admin. Code DWD 274.04; FLSA 29 C.F.R. Part 541):
- Executive, Administrative, and Professional (EAP) employees who meet the duties test and earn at least $684/week ($35,568/year) on a salary basis.
- Outside salespersons primarily engaged in sales away from the employer’s premises.
- Commissioned retail employees earning more than 50% of pay from commissions and meeting applicable wage thresholds.
- Agricultural workers engaged in farming, raising livestock, or related activities.
- Motor carrier employees (drivers, helpers, mechanics) covered by federal transportation regulations.
- Taxi drivers, movie theater employees, and workers in seasonal recreational establishments.
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2026 overtime salary threshold
Current threshold (2026): $684/week ($35,568/year). The DOL rule issued in April 2024 would have raised the EAP salary threshold to $58,656/year in two steps. A federal court in the Eastern District of Texas vacated that rule entirely on November 15, 2024 (Texas v. U.S. Department of Labor, No. 4:24-cv-00499). The pre-2024 threshold of $684/week ($35,568/year) controls as of 2026. The DOL under the current administration has not appealed.
Wisconsin’s own thresholds under Wis. Admin. Code Ch. DWD 274.04 are lower. For most Wisconsin employers, the FLSA threshold of $684/week is the operative test.
Federal overtime tax deduction (2025–2028)
The One Big Beautiful Bill Act (P.L. 119-21, signed July 4, 2025) created a federal income tax deduction for overtime pay under IRC § 225. Wisconsin construction workers who regularly earn overtime may deduct up to $12,500/year in overtime premium pay from their federal taxes. Joint filers may deduct up to $25,000/year. The deduction is available to employees with adjusted gross income under $150,000 and applies to tax years 2025–2028.
Wisconsin state income tax: Gov. Evers vetoed SB 36 in April 2026, the companion Wisconsin state bill. Wisconsin workers cannot claim a state income tax deduction on overtime pay. The federal deduction applies to federal taxes only.
Wisconsin prevailing wages
Wisconsin repealed its state prevailing wage law in the 2017–2019 state budget. Private construction projects in Wisconsin are not subject to a state prevailing wage requirement.
For federal construction projects and federally assisted projects, the Davis-Bacon Act (40 U.S.C. § 3141 et seq.) requires payment of prevailing wages as set by the U.S. Department of Labor. Wisconsin contractors bidding on federally funded work must verify the applicable Davis-Bacon wage determination before submitting a bid.
The prevailing wage applies to:
- Federal construction projects funded or assisted under federal programs, as mandated by the Davis-Bacon Act.
- Public works projects in Wisconsin bid before January 1, 2017. Those projects remain subject to prior state prevailing wage law.
Wisconsin prevailing wage resources
- DWD — Prevailing Wage: dwd.wisconsin.gov/er/laborstandards/prevailingwage/default.htm
- Davis-Bacon and Related Acts: dol.gov/agencies/whd/government-contracts/construction
Looking for other prevailing wage and state-specific labor law guides? Check out these articles:
Wisconsin child labor laws
Wisconsin child labor laws are stricter than federal law in several categories. The minimum employment age is 14 for most non-agricultural work (Wis. Stat. § 103.64–103.82).
<14 years
Laws in Wisconsin for children under 14
Generally prohibited from employment. Narrow exceptions: agriculture, family businesses, and entertainment with a circuit court permit.
14 – 15 years
Laws in Wisconsin for children between 14 and 15
Non-hazardous jobs only. Max 3 hours/day on school days, 8 hours/day on non-school days. Max 18 hours/school week, 40 hours/non-school week. No work after 7 p.m. on school nights or 9 p.m. in summer (June 1–Labor Day). Work permit required (DWD form).
16 – 17 years
Laws in Wisconsin for children between 16 and 17
No hour restrictions outside of school weeks. During school weeks: up to 26 hours, shifts end by 11 p.m. on school nights. At least 8 hours must pass before the next shift if the prior shift ended past 11 p.m. No hazardous occupations. Overtime: 1.5× for hours over 10 in a single day OR over 40 in a week — whichever triggers first (Wis. Admin. Code DWD 274).
Work permits: Workers under 16 require child labor permits (DWD work permit form) before beginning employment. Employers must retain the permit on file.
Break requirement: Minor employees must receive a 30-minute unpaid meal break for any shift exceeding 6 hours (Wis. Stat. § 103.75).
Daily overtime for 16–17-year-olds: Wisconsin law requires 1.5× regular pay for any hours over 10 in a single workday OR over 40 in a workweek — whichever threshold is reached first. Adult employees have no daily overtime threshold.
Other essential Wisconsin labor laws
Health and safety standards in Wisconsin
Wisconsin operates an OSHA State Plan for the public sector only. Private-sector employers — including construction contractors — are covered by federal OSHA.
In Wisconsin, employers must:
- Comply with all applicable federal OSHA 1926 construction standards for private-sector worksites.
- Display the required federal OSHA poster (OSHA 3165) in a visible location.
- Record and report workplace injuries and illnesses as required under OSHA 29 C.F.R. Part 1904.
- Maintain required workers’ compensation insurance coverage under Wisconsin law (Wis. Stat. Ch. 102).
- 2025 Wisconsin Act 145 (effective April 1, 2026) increased criminal penalties for employers who misclassify employees as independent contractors to reduce workers’ compensation premiums. Misclassification now constitutes fraud under Wis. Stat. § 943.395. Construction contractors using subcontractors should verify proper classification. The Act also raised the permanent partial disability (PPD) rate to $454/week for injuries on or after April 1, 2026.
In Wisconsin, employees should:
- Report unsafe working conditions to their employer or supervisor immediately.
- Use personal protective equipment as required by their employer and OSHA standards.
- Cooperate with OSHA inspections and workplace safety investigations.
Report health and safety violations in Wisconsin to:
- Federal OSHA (private-sector construction): osha.gov or 1-800-321-OSHA
- Wisconsin DSPS (public-sector and state-regulated facilities): dsps.wi.gov
- Wisconsin DWD Equal Rights Division (wage/labor standards): dwd.wisconsin.gov/er
Hiring and/or firing employees in Wisconsin
Wisconsin employment laws set the baseline rules for hiring, termination, discrimination, and worker classification. Labor laws in Wisconsin apply to all private-sector employers, including construction contractors running crews across the state.
Wisconsin is an at-will employment state. Either party may end the employment relationship at any time, for any lawful reason, without advance notice. Exceptions include terminations that violate the Wisconsin Fair Employment Act (WFEA), federal anti-discrimination law, or an express employment contract.
Wisconsin enacted this legislation in 2015 (Wis. Stat. § 111.04(3)). Employees covered by a collective bargaining agreement may not be required to pay union dues or fees as a condition of employment. This applies to private-sector employees. Public-sector bargaining rights are currently subject to ongoing Act 10 litigation.
Wisconsin law permits employers to conduct background checks and drug testing, subject to the Wisconsin Fair Employment Act. Employers may not discriminate against job applicants based on arrest record or conviction record unless the offense is substantially related to the job. Wis. Stat. §§ 111.31–111.395.
Private employers in Wisconsin must comply with both federal EEO laws (Title VII, ADA, ADEA) and the Wisconsin Fair Employment Act (WFEA). The WFEA is enforced by the DWD Equal Rights Division and covers employers with at least one employee.
Anti-discrimination laws in Wisconsin
Employers in Wisconsin may not discriminate against job applicants or employees based on any of the following protected classes under the Wisconsin Fair Employment Act (WFEA) (Wis. Stat. §§ 111.31–111.395):
- Age
- Race
- Creed
- Color
- Disability
- Marital status
- Sex
- National origin
- Ancestry
- Arrest record
- Conviction record (unless substantially related to the job)
- Military service or membership
- Use or nonuse of lawful products off duty (e.g., tobacco)
- Declining to attend an employer-sponsored religious or political meeting
The WFEA provides broader protections than federal law in several categories. Arrest record and conviction record protections are specific to Wisconsin and exist in few other states. Employees have 300 days from the date of the alleged violation to file a complaint with the DWD Equal Rights Division.
Employee resignation or termination in Wisconsin
Is Wisconsin an at-will state? Yes. Either the employer or the employee may end the employment relationship at any time, with or without notice, for any lawful reason.
Notice requirements: Wisconsin law does not require employers to provide advance notice of termination for at-will employees. Employers are not required to give reasons for termination. If an employer’s own written policy commits to a notice period, that policy is enforceable.
Mass layoff notice: Employers with more than 50 full-time employees must provide 60 days written notice before a business closing or mass layoff under the Wisconsin Business Closing and Mass Layoff Law (Wis. Stat. § 109.07). This mirrors but supplements the federal WARN Act.
Wrongful termination exceptions: Employees may have a claim for wrongful termination if the firing violates the WFEA (discrimination), an express employment contract, or established public policy. Employees alleging discrimination have 300 days to file with the DWD Equal Rights Division.
Unemployment benefits in Wisconsin
Wisconsin unemployment insurance (UI) is administered by the Wisconsin Department of Workforce Development (DWD). Employers fund UI through quarterly payroll taxes; employees pay no UI contributions.
Eligibility:
- Must have worked in Wisconsin during the base period (four of the five most recently completed calendar quarters).
- Must have earned at least $1,350 in wages in at least one quarter of the base period.
- Must be unemployed through no fault of their own (layoff, business closure, or involuntary separation).
- Must be able to work, available for work, and actively searching for work.
Benefit duration: Up to 26 weeks of benefits per benefit year, depending on wages earned in the base period.
How to file: Claims are filed online or by phone through the DWD. Workers should file in the first week they are unemployed. Source: dwd.wisconsin.gov/uiben.
2026 administrative note: 2025 Wisconsin Act 144 (signed March 2026) modified the DWD’s appropriation for UI administration, giving the department additional flexibility to access state funding when federal support is insufficient. This does not change claimant eligibility or benefit amounts.
COBRA benefits in Wisconsin
Wisconsin construction workers who lose employer-sponsored health coverage have the right to continue that coverage under COBRA or Wisconsin’s continuation law. Which law applies depends on employer size.
Federal continuation coverage (employers with 20 or more employees):
- Applies to group health plans sponsored by employers with 20 or more employees.
- Qualifying events: termination (except for gross misconduct), reduction in hours, divorce, death of the covered employee, dependent aging off the plan.
- Duration: up to 18 months for termination or reduced hours; up to 36 months for other qualifying events.
- Employee pays the full premium plus up to 2% administrative fee.
- Employer must notify the plan administrator within 30 days of a qualifying event.
Wisconsin continuation coverage (employers with 2–19 employees):
- Wisconsin’s mini-COBRA law applies to employers too small for federal COBRA.
- Covered employees may continue group health insurance for up to 18 months.
- Employee pays the full group premium plus up to 2% administrative fee.
- Must elect continuation within 60 days of the qualifying event.
Final paychecks in Wisconsin
Wisconsin requires all earned wages to be paid no later than the next regular payday following separation, whether the termination is voluntary or involuntary (Wis. Stat. § 109.03). Wisconsin law does not require employers to issue final pay on the last day of work.
Vacation payout: If the employer’s established policy provides for vacation payout upon separation, that payout is required. Wisconsin does not mandate vacation payout in the absence of such a policy.
Wage deductions: Employers may not make deductions from final pay that would reduce wages below the applicable minimum wage unless expressly authorized by statute or court order (Wis. Stat. § 103.455).
How to file a complaint: Employees who do not receive their final paycheck on time may file a wage complaint with the DWD Equal Rights Division at dwd.wisconsin.gov/er/complaints.
Wisconsin employer recordkeeping requirements
Wisconsin employers must retain the following records for the periods specified below. Requirements are drawn from the FLSA (29 C.F.R. Part 516), Wisconsin DWD guidance, and IRS recordkeeping rules.
1 year
Employers must retain these documents for at least one year:
- Job applications, resumes, and job postings.
- Employee requests for leave and related documentation.
2 years
Employers must retain these documents for at least two years:
- Basic employment records supporting wage calculations: time cards, wage rate tables, work schedules, and records of additions to or deductions from wages.
- Piece-rate records, if applicable.
3 years
Employers must retain these documents for at least three years:
- Payroll records: employee name, address, date of birth, occupation, rate of pay, and total weekly earnings.
- Collective bargaining agreements.
- Sales and purchase records used to determine exempt status for overtime purposes.
- Records of minor employees’ work permits, daily hours, and break periods.
4 years
Employers must retain these documents for at least four years:
- Employee tax records: W-2 and W-4 forms.
- I-9 employment eligibility records: retain for 3 years from the date of hire OR 1 year from the date of termination, whichever is later.
7 years
Employers must retain these documents for at least seven years:
Workers’ compensation records: injury reports, claims documentation, and related correspondence (Wisconsin DWD Workers’ Compensation Division).
Penalties for labor law noncompliance in Wisconsin
Willful wage violations in Wisconsin carry civil penalties of up to $500 per violation plus up to 90 days imprisonment. Multiple agencies enforce Wisconsin employment laws: the DWD Equal Rights Division, the DOL Wage and Hour Division, OSHA, and the ERD, depending on the violation type.
Up to $500/violationWage violations
- Civil penalty: up to $500 per violation, plus 90 days imprisonment for willful violations (Wis. Stat. § 109.11).
- Civil action: employees may recover 50–100% of unpaid wages in addition to back pay.
$10–$30/violationSeating violations
Failure to provide required seating: $10–$30 per violation.
up to $500Retaliation
Retaliating against an employee for filing a wage complaint: up to $500 penalty plus civil damages.
$25–$1,000Child labor laws Wisconsin — violations and penalties
- First offense: $25–$1,000 per day per violation.
- Repeat offense within 5 years: $250–$5,000 per day per violation.
- Employing a minor in violation of the law: employer owes double the minor’s wages for the illegal hours worked.
Workers’ compensation violations (2025 Wisconsin Act 145, effective April 1, 2026)
- Failure to maintain required WC insurance: increased civil and criminal penalties.
- Misclassifying employees as independent contractors to reduce WC premiums: criminal fraud under Wis. Stat. § 943.395. Construction contractors who misclassify workers face criminal prosecution, not just civil penalties.
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References
- 1
Wisconsin DWD. “Minimum Wage.” https://dwd.wisconsin.gov/er/laborstandards/minimumwage.htm
- 2
Wisconsin DWD. “Breaks.” https://dwd.wisconsin.gov/er/laborstandards/breaks.htm
- 3
Wisconsin DWD. “Hours of Work and Overtime.” https://dwd.wisconsin.gov/er/laborstandards/overtime.htm
- 4
Wisconsin DWD. “Overtime FAQ.” https://dwd.wisconsin.gov/er/laborstandards/overtimefaq.htm
- 5
Wisconsin DWD. “Family and Medical Leave Act.” https://dwd.wisconsin.gov/er/civilrights/fmla/
- 6
Wisconsin DWD. “Unemployment Benefits.” https://dwd.wisconsin.gov/uiben
- 7
Wisconsin DWD. “Workers’ Compensation.” https://dwd.wisconsin.gov/wc
- 8
Wisconsin DWD. “Prevailing Wage.” https://dwd.wisconsin.gov/er/laborstandards/prevailingwage/default.htm
- 9
Wisconsin Legislature. “Wis. Stat. Ch. 103 — Hours of Work, Overtime, Child Labor.” https://docs.legis.wisconsin.gov/statutes/statutes/103
- 10
Wisconsin Legislature. “Wis. Stat. Ch. 104 — Minimum Wage.” https://docs.legis.wisconsin.gov/statutes/statutes/104
- 11
Wisconsin Legislature. “Wis. Stat. Ch. 109 — Wage Payments, Claims, Collections.” https://docs.legis.wisconsin.gov/statutes/statutes/109
- 12
Wisconsin Legislature. “Wis. Stat. §§ 111.31–111.395 — Wisconsin Fair Employment Act.” https://docs.legis.wisconsin.gov/statutes/statutes/111/II
- 13
Wisconsin Legislature. “Wis. Admin. Code DWD 272 — Minimum Wage.” https://docs.legis.wisconsin.gov/code/admin_code/dwd/270_279/272
- 14
Wisconsin Legislature. “Wis. Admin. Code DWD 274 — Hours of Work and Overtime.” https://docs.legis.wisconsin.gov/code/admin_code/dwd/270_279/274
- 15
U.S. District Court, E.D. Texas. “Texas v. U.S. Department of Labor, No. 4:24-cv-00499.” November 15, 2024.
- 16
U.S. Congress. “One Big Beautiful Bill Act, P.L. 119-21, IRC § 225 — Federal Overtime Tax Deduction.” July 4, 2025.
- 17
Wisconsin Legislature. “2025 Wisconsin Act 145 — Workers’ Compensation Reform.” Signed April 2026.
- 18
Wisconsin Legislature. “2025 Wisconsin Act 144 — UI Administration Appropriation.” Signed March 2026.
- 19
Wisconsin Examiner. “Evers Vetoes Overtime and Tips Tax Bills.” April 2026.
- 20
U.S. Department of Labor. “Davis-Bacon and Related Acts, 40 U.S.C. § 3141 et seq.” https://www.dol.gov/agencies/whd/government-contracts/construction
Wisconsin labor laws govern minimum wage ($7.25/hour) — the Wisconsin minimum wage 2026 rate is $7.25/hour, unchanged since 2009 — overtime (1.5× for hours over 40 hours/week), at-will employment, break rules (no mandatory adult breaks), child labor restrictions, anti-discrimination protections under the WFEA, and final paycheck timing.
The Wisconsin DWD Equal Rights Division enforces state wage and labor standards. For construction employers, the most compliance-critical areas are overtime recordkeeping, minor worker restrictions, and workers’ compensation coverage.
Wisconsin is a right-to-work state. Employees cannot be required to join a union or pay union dues as a condition of employment, even if a collective bargaining agreement covers their workplace. The right-to-work law (Wis. Stat. § 111.04(3)), enacted in 2015, applies to private-sector employees. Public-sector bargaining rights are currently subject to ongoing Act 10 litigation.
Yes. Non-exempt workers must receive 1.5 times their regular rate of pay for all hours worked over 40 in a workweek (Wis. Stat. § 103.02; FLSA § 207).
Wisconsin overtime rules apply regardless of whether someone asks: Is Wisconsin an at-will state? At-will status does not change overtime entitlement. Wisconsin has no daily overtime threshold for adult employees. Employees aged 16–17 are subject to a daily overtime threshold: 1.5× for hours over 10 in a single day, or over 40 in a week, whichever triggers first.
Wisconsin law does not define “full-time” employment. For overtime purposes, the FLSA threshold is 40 hours per workweek. Employers set their own full-time definitions for benefits and scheduling.
Most Wisconsin construction employers use 40 hours/week as the full-time standard. The minimum wage Wisconsin requires does not change based on full-time or part-time status. All hours must be paid at $7.25/hour or above.
For most private-sector employees, no. However, Wis. Stat. § 103.85 requires employees in factories and retail establishments to receive at least one full day of rest in every 7-day period.
Employers in those categories may apply to the DWD for a permit to require 7-day work when business necessity demands it. Construction workers not covered by § 103.85 may legally work 7 consecutive days.
The minimum salary for executive, administrative, and professional (EAP) employees to qualify as overtime-exempt is $684 per week ($35,568/year) under the FLSA (29 C.F.R. Part 541). The DOL rule issued in 2024 that would have raised this threshold to $58,656/year was struck down by a federal court on November 15, 2024 (Texas v. U.S. Department of Labor, No. 4:24-cv-00499) and never took effect.
Salary alone does not determine exempt status. Employees must also meet the applicable duties test.
Wisconsin requires all earned wages to be paid by the next regular payday after separation, whether the termination is voluntary or involuntary (Wis. Stat. § 109.03). There is no law requiring same-day final pay. If an employer’s policy provides for vacation payout on separation, that payout is required. Employees who do not receive their final paycheck on time can file a complaint with the DWD Equal Rights Division at dwd.wisconsin.gov/er/complaints.
Civil penalties for willful wage violations in Wisconsin reach $500 per violation, plus up to 90 days imprisonment. Employees may also recover 50–100% of unpaid wages through a civil action on top of back pay. Child labor violations carry $25–$1,000/day per first offense, rising to $250–$5,000/day for repeat violations. The DWD Equal Rights Division and the DOL Wage and Hour Division both enforce these obligations.
No. Wisconsin does not require private employers to provide paid sick leave, paid vacation, or paid PTO. The Wisconsin FMLA (Wis. Stat. § 103.10) provides unpaid leave only. Public employees accrue up to 130 hours (16.25 days) of paid sick leave per year. No statewide mandatory paid leave bill has passed the Wisconsin Legislature as of 2026. Employers can cross-reference the Wisconsin employment law handbook sections above for the full leave framework.
