By Purciarele Group
If you’ve ever caught yourself thinking,
“But they’re commission… I don’t owe overtime, right?”
You’re not alone.
It’s one of the most common—and most expensive—mistakes I see business owners make.
Where the confusion starts
Commission feels different.
It’s not hourly.
It’s not salary.
It’s tied to performance.
So it’s easy to assume that overtime doesn’t apply.
But wage and hour laws don’t work based on what “feels logical.”
They work based on classification and compliance.
The Myth: “Commission = No Overtime”
The misunderstanding usually sounds like this:
- “They’re 100% commission, so they’re basically running their own book of business.”
- “They’re making great money—overtime shouldn’t apply.”
- “My last company did it this way for years and never had a problem.”
Under the Fair Labor Standards Act (FLSA), how someone is paid does not determine whether overtime is owed.
The law is much simpler than people expect:
👉 If an employee is non-exempt and works more than 40 hours in a workweek, overtime is due.
And yes—
👉 That includes commission.
Commission is part of earnings.
It is not a workaround.
What Actually Drives Overtime Obligations
Three things matter far more than pay structure:
1. Job duties
Does the role truly meet an exemption test (executive, administrative, professional, outside sales), or is it hands-on, structured work?
2. Exempt vs. non-exempt classification
Most frontline roles—even high-performing ones—are non-exempt.
3. Hours worked
Overtime is based on a 7-day workweek.
Not pay periods. Not averages.
If someone works 47 hours in a week, those 7 overtime hours exist—whether you track them properly or not.
For Florida employers, this is straightforward:
👉 The state follows federal FLSA rules. There is no special carve-out for commission.
So When Can Commissioned Employees Be Exempt?
There is a very narrow exception under the FLSA called the 7(i) exemption (retail or service exemption).
To qualify, all three must be true:
- The business qualifies as a retail or service establishment
- The employee’s regular rate exceeds 1.5× minimum wage in overtime weeks
- More than 50% of earnings come from commissions over a representative period
If even one of these is not met:
👉 The employee is non-exempt
👉 Overtime applies
This is where many businesses think they qualify—but can’t actually support it if challenged.
How Overtime Actually Works With Commission
This is where things get missed most often.
If a commissioned employee is non-exempt:
Step 1: Add up total weekly earnings (including commission)
Step 2: Divide by total hours worked → this is the regular rate
Step 3: Pay an additional 0.5× regular rate for each hour over 40
Example:
- Weekly commission: $1,200
- Hours worked: 50
- Regular rate: $1,200 ÷ 50 = $24/hour
- Overtime hours: 10
Overtime premium:
10 × (0.5 × $24) = $120
👉 Total pay = $1,200 + $120 = $1,320
If you’re not running this calculation, there’s likely a gap.
⚠️ Why this becomes a problem fast
This isn’t the kind of issue that shows up right away.
It shows up later—when:
- Someone leaves
- Someone gets frustrated
- Someone starts asking questions
And by the time it shows up, you’re not fixing payroll…
you’re fixing exposure.
Common Ways Employers Get Into Trouble
This usually isn’t intentional. It comes from:
- “We’ve always paid straight commission”
- “They make good money already”
- “We don’t track hours for commission roles”
- “We assumed we qualified for the exemption”
But when records aren’t there—or calculations weren’t done correctly—
👉 That’s when back pay, penalties, and claims start adding up.
Why You May Not Hear About It Right Away
Commission roles often delay problems because:
- Paychecks are strong
- Employees don’t question it immediately
- Issues surface when someone leaves or something changes
And when they do:
👉 Employees may look back 2–3 years (or more) for unpaid overtime.
Questions Every Business Should Be Asking Right Now
If you have commission-based roles:
- Are these roles truly exempt based on duties—not just pay?
- Are we tracking all hours worked?
- Are we including commission in the regular rate?
- Are we calculating overtime correctly every week?
If using the 7(i) exemption:
- Can we prove we qualify as a retail/service business?
- Can we show regular rate exceeds 1.5× minimum wage?
- Do we have documentation that >50% of earnings are commission?
If the answer isn’t clearly “yes” with documentation—
it’s worth a closer look.
What Getting It Right Looks Like
For most businesses, it comes down to:
- Clear classification decisions
- Accurate time tracking
- Proper payroll calculations
- Transparent compensation plans
Not complicated—just intentional.
💬 Final Thought
Most businesses aren’t trying to get this wrong.
They just don’t realize there’s more to it—until there is.
Commission can absolutely work.
But it has to be structured correctly.
Because when it’s not…
it’s not just a payroll issue.
It’s a liability.
🚨 Now What
If you have commission-based employees and you’re not completely confident in how overtime is being handled, it’s time to address it.
This is not an area to guess on or revisit later.
At Purciarele Group, we work with businesses to:
- Review classification and pay structures
- Identify gaps and risk areas
- Implement clean, compliant, and sustainable processes
So you can operate confidently—without wondering if something is going to come back later.
📌 Let’s get it right
If you want your pay practices reviewed and structured correctly, reach out to us info@purciarelegroup.com https://purciarelegroup.com/contact-us/
We love HR so you don’t have to®️
