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 Vermont, state law requires employers to provide employees with "reasonable opportunities" to eat and use toilet facilities in order to protect the health and hygiene of the employee. This is less specific than some other states' requirements for meal and rest breaks. Vermont does not have a detailed statute that mandates specific break times for meals or rest for adult employees. However, for minors under the age of 18, Vermont law stipulates that they must receive a reasonable opportunity for a meal break after working for five consecutive hours. Employers in Vermont must adhere to federal regulations for short breaks and meal periods. Under federal law, short breaks (5 to 20 minutes) are considered compensable work hours, while bona fide meal periods (typically 30 minutes or more) are not considered work time and are not paid. Employers must communicate their break policies clearly and enforce them consistently to avoid compensating for unauthorized extensions of breaks.