Monday.com managers urged to track overtime hours for nonexempt staff
monday.com’s 24/7 support model puts nonexempt work hours in the danger zone, where weekend fire drills and blended roles can quietly trigger overtime.
Managers at monday.com who oversee support, services, or hybrid technical roles face a hard rule from the U.S. Department of Labor: covered nonexempt employees must be paid at least one and one-half times their regular rate for hours worked over 40 in a workweek. The department defines that workweek as a fixed, recurring 168-hour period, and averaging hours across two or more weeks is not allowed.
More than 250,000 customers worldwide use monday.com’s platform, and its support materials offer 24/7 help, including live chatbot access and quick transfer to human support. The company’s premium support offering adds a designated technical support team and 24/7 reliable support for urgent issues.
Support staff who jump between tickets and after-hours troubleshooting, implementation workers who extend projects into nights and weekends, interns doing real operational work, contractors whose duties look more like employees, and hybrid manager-individual contributor roles all need close review. Overtime is based on actual hours worked, not on whether the time fell on a Saturday, Sunday, holiday, or regular day of rest. It is usually due on the regular payday for the period in which it was earned.
The regular rate itself is not limited to hourly pay. It can be based on salary, commission, piece rate, or another arrangement, which is why title alone is a poor guide. A salaried support lead or services specialist may still be nonexempt if the role falls under the law’s coverage, and off-the-clock fixes after a customer outage can create payroll liability fast.
Its 2024 Form 20-F lists principal executive offices at 6 Yitzhak Sadeh Street in Tel Aviv, Israel, and its ordinary shares trade on Nasdaq under the ticker MNDY. The company filed its 2025 Annual Report on Form 20-F on March 13, 2026.
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