Daylight Savings Time Reminder
Daylight savings time ends Sunday, November 2nd, when clocks will “fall back” one hour at 2:00 am. What does this mean for your workplace? Other than some tired employees on Monday morning, if you have third-shift employees, they will work one more hour than normal. The FLSA requires that non-exempt, hourly employees be paid for all hours actually worked. 
If your employees normally work an eight-hour shift from 11:00 pm to 7:00 am, then they will work nine hours when they work on November 1st and 2nd. The extra hour during the “fall back” must be counted.
Employers need to plan ahead and communicate with their managers and team members. 
Frequently Asked Questions
How does daylight saving time affect employee pay?
When clocks “fall back,” a night shift employee may work an extra hour — this additional hour is compensable time worked and may push the employee into overtime. When clocks “spring forward,” a night shift employee may lose an hour of pay. Review shift schedules in advance of DST changes to handle pay accurately and communicate with affected employees.
Does daylight saving time create overtime liability for employers?
Yes, in the fall. If an employee’s shift spans the clock-back hour and they work 41+ hours as a result, the employer owes overtime for that extra hour. Automated time and payroll systems may not account for DST automatically — verify your payroll software handles the DST transition correctly for impacted employees.
Are there states that do not observe daylight saving time?
Arizona (except Navajo Nation) and Hawaii do not observe daylight saving time. If you have employees in these states, their time zone offsets from other employees change twice per year during DST transitions — a consideration for scheduling, meeting coordination, and time-tracking.
