The FSLA requires that non-exempt or covered workers receive a minimum hourly wage. This federally enacted minimum wage changes only when Congress passes a bill and the president signs it into law, which happens periodically in keeping with U. S. economic conditions. When the FSLA was enacted, the minimum wage was 25 cents an hour. In 2002, the minimum wage was $5.15 an hour. As of July 24, 2009, the federal minimum wage is $7.25 per hour.

The FSLA also requires that non-exempt or covered workers receive one-and-one-half times their hourly rate of pay, even if that rate is above the minimum wage, for hours worked in excess of 40 hours per work week. This is known as overtime pay. The FSLA also contains child labor restrictions and mandates certain working conditions for children under the age of 18. Finally, to ensure that employers comply with the federal law, the FSLA requires them to keep detailed employment records. The FSLA does not require employers to provide sick or severance pay to employees. It does not require employers to provide employees with vacation time or holidays, fringe benefits, or increases in pay beyond the minimum wage. Employers, however, do have to comply with state employment laws that deal with issues not covered by the FSLA.