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 New Jersey, state law does not require employers to provide meal or rest breaks to employees aged 18 or over. However, for minors under the age of 18, NJ state law mandates a 30-minute meal period after five consecutive hours of work. Employers must adhere to this requirement for minors, ensuring they receive their meal breaks accordingly. For adults, while there are no state-mandated breaks, if an employer chooses to provide short breaks (typically 5 to 20 minutes), these breaks are considered compensable and must be included in the total hours worked for the purposes of calculating overtime, in line with federal law. Meal periods, on the other hand, are not considered work time and are not compensable, provided they last at least 30 minutes and the employee is completely relieved from duty. It's important for employers to clearly communicate the rules regarding the duration and nature of breaks to avoid any misunderstandings about compensable work time.