With certain exceptions, hours spent in authorized travel on official business, when an overnight stay is not required, is considered time worked for pay purposes. Exceptions: No compensation is needed for meal times and commuting time between an employee's home and the airport, railroad, or bus station.

Under the Fair Labor Standards Act (FLSA) in the U.S., whether you get "paid" for a business trip depends on your status as an exempt or non-exempt employee and the timing of the travel. For non-exempt (hourly) employees, travel time that occurs during your normal work hours—even on weekends—is considered "compensable time," meaning you must be paid your hourly rate. However, time spent as a passenger (on a plane or train) outside of regular working hours is generally not required to be paid unless you are actually performing work (like answering emails) during the transit. For exempt (salaried) employees, your pay typically remains the same regardless of the trip; you don't get "extra" pay for the travel time, but you are also not docked pay for the hours spent on the road. Regardless of your pay status, your employer is legally or ethically responsible for reimbursing all business-related expenses, including airfare, lodging, meals (often via a per-diem), and ground transportation. Always review your company's specific travel policy before booking, as some provide "comp days" for weekend travel.