State laws (statutes and regulations) generally govern the number and length of breaks and meal periods employers must provide employees—usually based on the number of consecutive hours the employee has worked that day. These laws vary from state to state and many states have separate provisions requiring meal periods specifically for minors (when minors are covered by two provisions, employer must observe the higher standard).

Federal law does not require lunch or coffee breaks for employees, but if employers do offer short breaks (usually lasting about 5 to 20 minutes) federal law considers the breaks compensable work hours that must be included in the number of hours worked when calculating overtime pay. Unauthorized extensions of authorized work breaks need not be counted as hours worked when the employer has expressly and unambiguously communicated to the employee that the authorized break may only last for a specific length of time, that any extension of the break is contrary to the employer's rules, and that any extension of the break will be punished. Bona fide meal periods (typically lasting at least 30 minutes) serve a different purpose than coffee or snack breaks, are not work time, and are not compensable.

In Massachusetts, state law requires employers to provide employees with a 30-minute meal break if they work more than six hours in a day. This meal break is generally unpaid unless the employee is required to work through the meal period. Employers are not required by Massachusetts law to provide coffee or snack breaks. However, if an employer chooses to provide shorter breaks, they are considered compensable work hours and must be paid. For minors, Massachusetts law requires a 30-minute meal break for employees under 18 who work more than six hours. If both state and federal laws apply, the employer must adhere to the law that provides the greater protection to employees. Federal law does not mandate meal or coffee breaks but does require that short breaks be compensated. Meal periods of at least 30 minutes are not considered work time and are not paid, provided the employee is completely relieved from duty.