What Maine law adds on top of federal law for nurses and EMS, and who to call.
Every rule here was read on the statute, regulation or agency page it cites. Checked November 10, 2026.
General information, not legal advice. Laws change and your facts decide how they apply. Before you act, confirm with the agency listed here or with an employment lawyer or your union representative.
Who to call in Maine
State labor agencyWe have not confirmed a state wage-complaint route for Maine on the state's own site. The U.S. Department of Labor below handles federal wage law; for a rule set by Maine law, contact the state labor department directly.
U.S. Department of Labor, Wage and Hour DivisionUnpaid wages and overtime, PUMP Act, FMLA. Contact · 1-866-487-9243
OSHAPrivate-employer safety complaints, and retaliation for raising safety (30 days under the OSH Act). Public employees: see Unions and public employers. Contact
In Maine, you can't be disciplined for refusing to work more than 12 consecutive hours. If you are mandated past 12 hours in an allowed situation, you get at least 10 consecutive hours off right afterward. Separately, most Maine employers can't require more than 80 hours of overtime (hours over 40 a week) in any two-week stretch; that cap has its own list of exemptions.
Who it covers: Nurses employed by private and public employers in Maine, including the State.
Limits and exceptions to know (the law may have others; read the source):
An unforeseen emergent circumstance where overtime is a last resort to keep patients safe.
Work in response to an emergency declared by the Governor.
Work needed to protect public health or safety when the extra overtime falls outside the normal course of business.
The 80-hour cap (not the 12-hour nurse rule) leaves out several groups, including salaried executives and medical interns and residents. (26 M.R.S. § 603(3))
"a nurse may not be disciplined for refusing to work more than 12 consecutive hours."
26 M.R.S. § 603 · Last amended PL 2007, c. 640, §1 · Checked November 10, 2026
Final paycheck
However you leave, you must be paid in full by your next regular payday, including unused paid vacation you accrued on or after January 1, 2023.
Who it covers: Employees of Maine employers.
Limits and exceptions to know (the law may have others; read the source):
The vacation payout rule does not apply if your employer has 10 or fewer employees or is a public employer, and a union contract that addresses vacation payout replaces it. (26 M.R.S. § 626)
"An employee leaving employment must be paid in full no later than the employee's next established payday."
After six hours in a row you must get a chance to take at least 30 straight minutes of rest. It can be unpaid meal time only if you're completely relieved of duty.
Who it covers: Employees in Maine.
Limits and exceptions to know (the law may have others; read the source):
A union contract or other written agreement with your employer can set different terms. (26 M.R.S. § 601)
Doesn't cover salaried executive, administrative or professional employees paid more than 3,000 times the state minimum wage a year (or the federal salary level, if higher). (26 M.R.S. § 663(3)(K))
Emergencies where there is danger to property, life, public safety or public health.
Workplaces with fewer than 3 employees on duty at a time where the work allows frequent shorter paid breaks.
"may be employed or permitted to work for no more than 6 consecutive hours at one time unless the employee is given the opportunity to take at least 30 consecutive minutes of rest time, except in cases of emergency in which there is danger to property, life, public safety or public health."
For Maine we have not yet confirmed state rules on staffing ratios, plans and committees. That does not mean Maine has no rule on them: we leave a topic off until we have read it at the source, and only federal rules are shown for it here.