What Rhode Island 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 Rhode Island
State labor agencyWe have not confirmed a state wage-complaint route for Rhode Island on the state's own site. The U.S. Department of Labor below handles federal wage law; for a rule set by Rhode Island 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
A Rhode Island hospital can't require you to work past your agreed 8, 10 or 12-hour shift except in an unforeseeable emergent circumstance, and never more than 12 consecutive hours. Refusing that overtime can't be grounds for discipline, dismissal or any other adverse decision. Violations carry a $300 fine per violation, decided by the Department of Labor and Training.
Who it covers: Hourly licensed nurses and certified nursing assistants at private, public and state hospitals; not CRNAs, residents, salaried staff, or staff working prescheduled on-call time in surgery.
Limits and exceptions to know (the law may have others; read the source):
An unforeseeable emergent circumstance (major power outage, public health emergency, irregular census spike, or irregular call-outs), only as a last resort, not to fill chronic short-staffing vacancies, and only after the hospital has sought volunteers, called available staff and tried per diems.
In a declared national, state or municipal emergency or disaster, the hospital doesn't have to exhaust those staffing efforts first.
"In no case shall a health care facility require an employee to work in excess of twelve (12) consecutive hours."
Quit or let go, your unpaid wages are due on the next regular payday.
Who it covers: Employees in Rhode Island. The chapter defines employer as individuals, firms, partnerships, corporations and similar entities; if a government agency employs you, confirm with the Department of Labor and Training that it applies.
Limits and exceptions to know (the law may have others; read the source):
If you're let go because the business is liquidating, merging, being sold or leaving the state, everything is due within 24 hours. (R.I. Gen. Laws § 28-14-4(c))
After at least a year of service, vacation pay you've accrued under a union contract, company policy or agreement counts as wages and is due on the next regular payday. (R.I. Gen. Laws § 28-14-4(b))
The chapter's definition of employer names private entities and doesn't mention the state or local governments. (R.I. Gen. Laws § 28-14-1(5))
"Whenever an employee separates or is separated from the payroll of an employer, the unpaid wages or compensation of the employee shall become due on the next regular payday and payable at the usual place of payment."
Most Rhode Island workers get an unpaid 20-minute meal in a six-hour shift and 30 minutes in an eight-hour shift, but the law does not apply to licensed health care facilities, so hospital staff should check their contract or employer policy.
Who it covers: Employees in Rhode Island, except at licensed health care facilities and employers with fewer than three people on a shift.
Limits and exceptions to know (the law may have others; read the source):
Health care facilities licensed under chapter 17 of title 23 are excluded.
"All employees are entitled to a twenty-minute (20) mealtime within a six-hour (6) work shift, and a thirty-minute (30) mealtime with an eight-hour (8) work shift. An employer shall not be required to compensate an employee for this mealtime. The provisions of this section shall not apply to: (a) An employer of healthcare facilities licensed in accordance with chapter 17 of title 23"
For Rhode Island we have not yet confirmed state rules on staffing ratios, plans and committees. That does not mean Rhode Island 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.