Generally, employees should be compensated for all time spent traveling during regular business hours, and under the FLSA, travel time associated with overnight stays is generally considered compensable work time when it “cuts across the employee's workday.”

Whether your boss is legally required to pay for travel time depends largely on the nature of the travel and the jurisdiction of your employment. Under U.S. federal law (FLSA), "home-to-work" commuting is generally not considered paid work time, even if you are using a company vehicle. However, travel that occurs during your normal working hours—such as driving from one job site to another or traveling to a mandatory meeting—is almost always considered compensable work time. For overnight business trips, time spent traveling as a passenger (on a plane or train) is typically paid if it cuts across your regular working hours, even on non-working days like Saturday or Sunday. In 2026, many regions have clarified these rules to account for remote and hybrid work models; if you are required to travel away from your "home base" for a special one-day assignment in another city, that travel time is usually paid. It is a "pro-tip" to review your specific employment contract and local labor codes, as some states (like California) or countries have more generous protections requiring payment for all "employer-controlled" travel time.