State Minimum Wage Rates 2026: All 50 States, D.C. & Territories Compared
2026 State Minimum Wage Rates
Minimum Wage Checker by State
Select your state to see the current minimum wage, tipped wage, tip credit, overtime rules, and how it compares to the federal rate and other states.
This tool provides general information based on federal and state minimum wage laws effective as of January 1, 2026. Rates shown are statewide rates for standard adult employees.
Some states have local (city/county) minimum wage rates that may be higher than the state rate. Tipped wages, youth wages, training wages, and industry-specific rates may also differ. Always verify the applicable rate for your specific location and employment type.
This tool does not constitute legal or financial advice. Consult your state's labor department or an employment attorney for guidance specific to your situation.
Minimum Wage by State 2026
State minimum wage rates in 2026 range from $5.15 per hour in Georgia and Wyoming to $17.13 per hour in Washington — a spread of nearly $12.00 depending on where an employee works. While the federal minimum wage remains at $7.25 per hour under the Fair Labor Standards Act (FLSA), 30 states and the District of Columbia have enacted state minimum wage laws that require employers to pay rates above the federal floor. Seven states have either no state minimum wage law or a state rate below $7.25, while 13 states maintain minimum wage requirements equal to the federal standard.
This page provides a complete minimum wage by state list for 2026, including a comparison chart of all 50 states, current tipped employee minimum wage rates, scheduled increases, and automatic adjustment mechanisms. Whether looking up the current minimum wage in a specific state or comparing minimum wage rates across all states, the data below is sourced exclusively from the U.S. Department of Labor Wage and Hour Division.
Quick Reference: Minimum Wage by State at a Glance
- Federal minimum wage: $7.25 per hour (unchanged since July 24, 2009)
- Highest state minimum wage: Washington — $17.13 per hour
- Highest overall rate: District of Columbia — $17.95 per hour
- States above federal rate: 30 + D.C.
- States at federal rate ($7.25): 13 (Idaho, Indiana, Iowa, Kansas, Kentucky, New Hampshire, North Carolina, North Dakota, Oklahoma, Pennsylvania, Texas, Utah, Wisconsin)
- States with no state minimum wage law: 5 (Alabama, Louisiana, Mississippi, South Carolina, Tennessee)
- States with state rate below federal: 2 (Georgia — $5.15, Wyoming — $5.15)
- Federal tipped minimum wage: $2.13 per hour (with tip credit)
- States with $15.00+ minimum wage: 18 + D.C.
- States increasing minimum wage in 2026: 21
- DOL data last revised: January 1, 2026
2026 State Minimum Wage Rates: Complete Comparison Chart
The following minimum wage by state chart lists the current minimum wage rate for each of the 50 states, the District of Columbia, and U.S. territories. This minimum wage list includes tipped employee cash wages, overtime premium pay thresholds, and relevant notes on applicability. Each state links to a detailed guide covering exemptions, premium pay provisions, and employer requirements under that state’s minimum wage law. Where a state has no state minimum wage or a state rate below $7.25 per hour, the FLSA federal rate of $7.25 applies to covered employers.
| State | Minimum Wage (Per Hour) | Tipped Minimum Cash Wage | Overtime Premium Pay | Notes |
|---|---|---|---|---|
| Alabama | $7.25 (federal) | $2.13 | — | No state minimum wage law; FLSA applies |
| Alaska | $13.00 | $13.00 (no tip credit) | Daily – 8 hrs, Weekly – 40 hrs | Scheduled increase to $14.00 on July 1, 2026 |
| Arizona | $15.15 | $12.15 | — | Adjusted annually based on CPI |
| Arkansas | $11.00 | $2.63 | Weekly – 40 hrs | Applies to employers with 4+ employees |
| California | $16.90 | $16.90 (no tip credit) | Daily – 8 hrs (1.5x), 12 hrs (2x), Weekly – 40 hrs | Adjusted annually based on set formula |
| Colorado | $15.16 | $12.14 | Daily – 12 hrs, Weekly – 40 hrs | Adjusted annually based on CPI |
| Connecticut | $16.94 | $6.38 (hotel/restaurant), $8.23 (bartenders) | Weekly – 40 hrs | Adjusted annually based on set formula |
| Delaware | $15.00 | $2.23 | — | Adopts federal rate if federal rate is higher |
| Florida | $14.00 | $10.98 | — | Increases $1.00 every Sep. 30 until reaching $15.00 on Sep. 30, 2026 |
| Georgia | $5.15 (state) / $7.25 (FLSA) | $2.13 | — | State rate applies to employers with 6+ employees; FLSA rate applies to covered employers |
| Hawaii | $16.00 | $14.75 | Weekly – 40 hrs | Tip credit allowed if combined wage exceeds minimum by $7.00+ |
| Idaho | $7.25 | $3.35 | — | Equals federal rate |
| Illinois | $15.00 | $9.00 | Weekly – 40 hrs | Applies to employers with 4+ employees |
| Indiana | $7.25 | $2.13 | Weekly – 40 hrs | Applies to employers with 2+ employees |
| Iowa | $7.25 | $4.35 | — | Equals federal rate by reference |
| Kansas | $7.25 | $2.13 | — | Excludes FLSA-covered employment |
| Kentucky | $7.25 | $2.13 | Weekly – 40 hrs, 7th day | Adopts federal rate if federal rate is higher |
| Louisiana | $7.25 (federal) | $2.13 | — | No state minimum wage law; FLSA applies |
| Maine | $15.10 | $7.55 | Weekly – 40 hrs | Adjusted annually based on CPI; adopts federal rate if higher |
| Maryland | $15.00 | $3.63 | Weekly – 40 hrs | — |
| Massachusetts | $15.00 | $6.75 | Weekly – 40 hrs | State rate always at least $0.50 above federal rate |
| Michigan | $13.73 | $5.49 | Weekly – 40 hrs | Scheduled to increase to $15.00 on Jan. 1, 2027; then adjusted annually |
| Minnesota | $11.41 | $11.41 (no tip credit) | Weekly – 48 hrs | Adjusted annually based on set formula |
| Mississippi | $7.25 (federal) | $2.13 | — | No state minimum wage law; FLSA applies |
| Missouri | $15.00 | $7.50 | Weekly – 40 hrs | — |
| Montana | $10.85 | $10.85 (no tip credit) | Weekly – 40 hrs | $4.00/hr for businesses with gross sales ≤$110,000 not covered by FLSA |
| Nebraska | $15.00 | $2.13 | — | Applies to employers with 4+ employees |
| Nevada | $12.00 | $12.00 (no tip credit) | Daily – 8 hrs (if earning < 1.5x minimum), Weekly – 40 hrs | — |
| New Hampshire | $7.25 | $3.27 | Weekly – 40 hrs | Equals federal rate by reference |
| New Jersey | $15.92 | $6.05 | Weekly – 40 hrs | $15.23/hr for employers with <6 employees and seasonal workers; adjusted annually |
| New Mexico | $12.00 | $3.00 | Weekly – 40 hrs | — |
| New York | $17.00 (NYC, Nassau, Suffolk, Westchester) / $16.00 (rest of state) | Varies by region and employer type | Weekly – 40 hrs | Spread-of-hours pay required when shift exceeds 10 hrs |
| North Carolina | $7.25 | $2.13 | Weekly – 40 hrs | Tip credit requires signed employee certification |
| North Dakota | $7.25 | $4.86 | Weekly – 40 hrs | — |
| Ohio | $11.00 | $5.50 | Weekly – 40 hrs | $7.25/hr for employers with gross receipts under $405,000; adjusted annually based on CPI |
| Oklahoma | $7.25 | $2.13 | — | Adopts federal rate by reference; excludes FLSA-covered employment |
| Oregon | $15.05 (standard), $16.30 (Portland metro), $14.05 (non-urban) | Full state rate (no tip credit) | Weekly – 40 hrs | Adjusted annually on July 1 |
| Pennsylvania | $7.25 | $2.83 | Weekly – 40 hrs | — |
| Rhode Island | $16.00 | $3.89 | Weekly – 40 hrs | Separate premium pay for Sunday/holiday work in retail |
| South Carolina | $7.25 (federal) | $2.13 | — | No state minimum wage law; FLSA applies |
| South Dakota | $11.85 | $5.93 | — | Adjusted annually based on CPI |
| Tennessee | $7.25 (federal) | $2.13 | — | No state minimum wage law; FLSA applies |
| Texas | $7.25 | $2.13 | — | Adopts federal rate by reference; excludes FLSA-covered employment |
| Utah | $7.25 | $2.13 | — | Excludes FLSA-covered employment |
| Vermont | $14.42 | $7.21 | Weekly – 40 hrs | Adjusted annually based on CPI; adopts federal rate if higher |
| Virginia | $12.77 | $2.13 | — | Adjusted annually based on set formula |
| Washington | $17.13 | $17.13 (no tip credit) | Weekly – 40 hrs | Adjusted annually based on CPI; highest state minimum wage in the U.S. |
| West Virginia | $8.75 | $2.62 | Weekly – 40 hrs | Applies to employers with 6+ employees at one location |
| Wisconsin | $7.25 | $2.33 | Weekly – 40 hrs | — |
| Wyoming | $5.15 (state) / $7.25 (FLSA) | $2.13 | — | FLSA-covered employers must pay federal rate |
| District of Columbia | $17.95 | $10.00 | Weekly – 40 hrs | Adjusted annually on July 1 based on CPI; highest rate in the U.S. |
Source: U.S. Department of Labor — State Minimum Wage Laws (revised January 1, 2026); DOL — Minimum Wages for Tipped Employees (revised January 1, 2026).
States With No State Minimum Wage Law
Five states have not enacted a state minimum wage law: Alabama, Louisiana, Mississippi, South Carolina, and Tennessee. In these states, the federal minimum wage of $7.25 per hour under the FLSA applies to all covered employers. Georgia has a state minimum wage law that sets the rate at $5.15 per hour, but this rate only applies to employers with six or more employees who are not otherwise covered by the FLSA. Similarly, Wyoming’s state minimum wage is $5.15 per hour, but FLSA-covered employers are required to pay the federal rate of $7.25.
The practical effect is that workers in all 50 states receive at least $7.25 per hour, because the FLSA covers the vast majority of private-sector employment in the United States.
States With the Highest Minimum Wage in 2026
The states and jurisdictions with the highest minimum wage rates in 2026 are:
- District of Columbia — $17.95 per hour
- Washington — $17.13 per hour
- New York (NYC, Nassau, Suffolk, Westchester) — $17.00 per hour
- California — $16.90 per hour
- Connecticut — $16.94 per hour
- Oregon (Portland metro) — $16.30 per hour
- Rhode Island — $16.00 per hour
- Hawaii — $16.00 per hour
- New York (rest of state) — $16.00 per hour
- New Jersey — $15.92 per hour
Eighteen states plus D.C. now have minimum wage rates at or above $15.00 per hour: Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan (scheduled for $15.00 in 2027), Missouri, Montana (if FLSA-covered), Nebraska, New Jersey, New York, Oregon, Rhode Island, and Washington.
States With the Lowest Minimum Wage in 2026
The states with the lowest effective minimum wage are those that either follow the federal rate of $7.25 per hour or have state rates below it. Twenty states currently operate at the $7.25 federal floor: Alabama, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, New Hampshire, North Carolina, North Dakota, Oklahoma, Pennsylvania, South Carolina, Tennessee, Texas, Utah, Wisconsin, and Wyoming.
Among states with their own minimum wage laws, the lowest state-enacted rates belong to Georgia and Wyoming, both at $5.15 per hour. However, because the FLSA covers the vast majority of employment, the practical minimum wage in these states is $7.25 for most workers. West Virginia’s rate of $8.75 is the lowest among states that have set a rate above the federal minimum.
Minimum Wage Exemptions by State
State minimum wage laws contain various exemptions that may allow certain categories of workers to be paid below the standard minimum wage rate. While exemptions vary significantly from state to state, common categories include:
Small employer exemptions: Several states limit their minimum wage requirements to employers above a certain size. Arkansas and Illinois apply their state rate only to employers with four or more employees. Georgia’s state rate applies to employers with six or more employees. Indiana covers employers with two or more employees. West Virginia’s rate applies to employers with six or more employees at a single location.
Subminimum wage categories under the FLSA: Federal law permits subminimum wages for full-time students (85% of minimum wage with DOL certificate), student learners in vocational programs (75% of minimum wage), workers with disabilities holding Section 14(c) certificates, and youth under 20 during their first 90 days of employment ($4.25 per hour training wage).
State-specific exclusions: Kansas, Oklahoma, Texas, and Utah exclude from their state minimum wage laws any employment that is subject to the FLSA, effectively deferring entirely to federal law. Montana allows businesses not covered by the FLSA with gross annual sales of $110,000 or less to pay $4.00 per hour. Ohio applies its higher state rate ($11.00) only to employers with annual gross receipts of $405,000 or more; smaller employers pay the federal rate. New Jersey sets a lower rate ($15.23) for employers with fewer than six employees and for seasonal workers.
Employers should consult their state’s specific minimum wage statute for a complete list of applicable exemptions. The DOL state minimum wage laws page provides state-by-state details on exemptions, applicability thresholds, and special provisions.
Minimum Wage vs. Living Wage: Understanding the Difference
The minimum wage is the legally mandated hourly pay floor set by federal or state law. A living wage, by contrast, is an estimated hourly rate calculated to cover basic necessities — including housing, food, healthcare, transportation, and taxes — for a worker in a specific geographic area. The two figures can differ substantially.
In most U.S. states, the current minimum wage falls below estimated living wage thresholds calculated by researchers such as MIT’s Living Wage Calculator. This gap is widest in high-cost-of-living states that follow the federal minimum wage, and narrowest in states with higher state rates and lower costs of living. The living wage is not a legally enforceable standard under federal or state law, but it provides context for understanding the economic adequacy of state minimum wage rates.
2026 Minimum Wage Increases by State
Twenty-one states and D.C. implemented minimum wage increases taking effect in 2026. The following table identifies each state with an increase, the new rate, the previous rate, and the effective date.
| State | 2026 Rate | Previous Rate | Increase | Effective Date |
|---|---|---|---|---|
| Alaska | $14.00 | $13.00 | +$1.00 | July 1, 2026 |
| Arizona | $15.15 | $14.70 | +$0.45 | January 1, 2026 |
| California | $16.90 | $16.50 | +$0.40 | January 1, 2026 |
| Colorado | $15.16 | $14.81 | +$0.35 | January 1, 2026 |
| Connecticut | $16.94 | $16.35 | +$0.59 | January 1, 2026 |
| Delaware | $15.00 | $15.00 | — | January 1, 2025 |
| Florida | $15.00 | $14.00 | +$1.00 | September 30, 2026 |
| Hawaii | $16.00 | $14.00 | +$2.00 | January 1, 2026 |
| Maine | $15.10 | $14.65 | +$0.45 | January 1, 2026 |
| Michigan | $13.73 | $12.48 | +$1.25 | January 1, 2026 |
| Minnesota | $11.41 | $11.13 | +$0.28 | January 1, 2026 |
| Missouri | $15.00 | $13.75 | +$1.25 | January 1, 2026 |
| Montana | $10.85 | $10.55 | +$0.30 | January 1, 2026 |
| Nebraska | $15.00 | $13.50 | +$1.50 | January 1, 2026 |
| New Jersey | $15.92 | $15.49 | +$0.43 | January 1, 2026 |
| New York | $17.00 / $16.00 | $16.50 / $15.50 | +$0.50 | January 1, 2026 |
| Ohio | $11.00 | $10.65 | +$0.35 | January 1, 2026 |
| Rhode Island | $16.00 | $15.00 | +$1.00 | January 1, 2026 |
| South Dakota | $11.85 | $11.20 | +$0.65 | January 1, 2026 |
| Vermont | $14.42 | $14.01 | +$0.41 | January 1, 2026 |
| Virginia | $12.77 | $12.41 | +$0.36 | January 1, 2026 |
| Washington | $17.13 | $16.66 | +$0.47 | January 1, 2026 |
| District of Columbia | $17.95 | $17.50 | +$0.45 | July 1, 2025 |
Most state minimum wage increases take effect on January 1 of each year. Notable exceptions include Alaska (July 1), the District of Columbia (July 1), Florida (September 30), and Oregon (July 1).
Source: U.S. Department of Labor — State Minimum Wage Laws (revised January 1, 2026).
States With Automatic Annual Minimum Wage Adjustments
A growing number of states index their minimum wage to inflation, typically using the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). In these states, the minimum wage adjusts automatically each year without requiring new legislation. States with CPI-indexed or formula-based automatic adjustment mechanisms include: Alaska, Arizona, California, Colorado, Connecticut, D.C., Maine, Michigan (beginning 2027), Minnesota, Missouri, Montana, New Jersey, New York (beginning 2027), Ohio, Oregon, South Dakota, Vermont, Virginia, and Washington.
The specific formula, reference index, and effective date vary by state. Individuals and employers are encouraged to consult their respective state labor department for details on how each state’s adjustment mechanism operates.
Tipped Employee Minimum Wage by State
Under the FLSA, employers may pay tipped employees a minimum cash wage of $2.13 per hour, provided the employee’s tips combined with the cash wage equal at least the full federal minimum wage of $7.25 per hour. The difference between the cash wage and the full minimum wage is known as the tip credit. If an employee’s combined cash wage and tips do not reach the applicable minimum wage, the employer is required to make up the difference.
State laws on tipped wages vary significantly. The three main categories are:
States that require full state minimum wage before tips (no tip credit): Alaska ($13.00), California ($16.90), Minnesota ($11.41), Montana ($10.85), Nevada ($12.00), Oregon ($15.05–$16.30), and Washington ($17.13). In these states, employers must pay the full state minimum wage regardless of tips received.
States with a minimum cash wage above the federal $2.13: Arizona ($12.15), Colorado ($12.14), Connecticut ($6.38–$8.23), D.C. ($10.00), Florida ($10.98), Hawaii ($14.75), Illinois ($9.00), Iowa ($4.35), Maine ($7.55), Maryland ($3.63), Massachusetts ($6.75), Michigan ($5.49), Missouri ($7.50), New Hampshire ($3.27), New Jersey ($6.05), New Mexico ($3.00), Ohio ($5.50), Pennsylvania ($2.83), Rhode Island ($3.89), South Dakota ($5.93), Vermont ($7.21), West Virginia ($2.62), and Wisconsin ($2.33).
States at the federal minimum cash wage of $2.13: Alabama, Georgia, Indiana, Kansas, Kentucky, Louisiana, Mississippi, Nebraska, North Carolina, South Carolina, Tennessee, Texas, Utah, Virginia, and Wyoming.
For complete details on tipped employee minimum wages, see the DOL Minimum Wages for Tipped Employees table.
Federal Minimum Wage Under the Fair Labor Standards Act
The federal minimum wage of $7.25 per hour has been in effect since July 24, 2009. It applies to employees covered under the Fair Labor Standards Act (FLSA), which covers the vast majority of workers in the private sector and in federal, state, and local government employment.
The FLSA establishes not only the federal minimum wage floor but also overtime pay requirements, recordkeeping obligations, and youth employment standards. The federal minimum wage serves as the baseline: when a state minimum wage rate exceeds the federal rate, the higher state rate applies. When a state has no minimum wage law or a rate below $7.25, the federal minimum wage applies to FLSA-covered employers.
Several categories of workers may be paid below the standard federal minimum wage under specific FLSA provisions: full-time students employed in retail, service, agriculture, or higher education (up to 85% of minimum wage with a DOL certificate); student learners in accredited vocational programs (75% of minimum wage); workers with disabilities under Section 14(c) certificates; and employees under 20 years of age during their first 90 consecutive calendar days of employment ($4.25 per hour training wage).
The federal minimum wage can only be changed through Congressional action and has been increased 22 times since its establishment in 1938. For a comprehensive overview of employer obligations under the federal wage and hour law, see the RemoteLaws FLSA Guide.
How State Minimum Wage Interacts With Federal Law
When multiple minimum wage rates apply to a single employee — whether federal, state, or local — the employer is generally required to pay the highest applicable rate. This interaction operates under the following framework:
If the state minimum wage is higher than the federal rate of $7.25, the state rate applies. If the state minimum wage is lower than or equal to the federal rate, the federal rate applies to FLSA-covered employers. If a city or county has enacted a local minimum wage ordinance higher than both the state and federal rates, the local rate applies in that jurisdiction.
Several states — including Kansas, Oklahoma, Texas, and Utah — exclude from their state minimum wage laws any employment already subject to the FLSA, effectively deferring to the federal rate for most workers. Other states, such as Delaware, Iowa, Kentucky, New Hampshire, and Vermont, have provisions that automatically adopt the federal rate if it exceeds their state rate at any time.
For employers operating across multiple states, particularly those with remote workers, compliance requires tracking the minimum wage at the state level and, in many cases, at the city or county level where employees are physically located.
Frequently Asked Questions
What is the federal minimum wage in 2026?
The federal minimum wage in 2026 is $7.25 per hour. This rate has been in effect since July 24, 2009, and applies to all employees covered under the Fair Labor Standards Act. The federal minimum wage can only be changed through an act of Congress.
Which state has the highest minimum wage in 2026?
Washington has the highest state minimum wage at $17.13 per hour as of January 1, 2026. When including all U.S. jurisdictions, the District of Columbia has the highest overall rate at $17.95 per hour. Among metro-specific rates, the Portland, Oregon metro area rate of $16.30 and New York City’s rate of $17.00 are also among the highest in the country.
How many states have a $15 minimum wage?
As of 2026, eighteen states plus the District of Columbia have minimum wage rates at or above $15.00 per hour. These states are Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Missouri, Nebraska, New Jersey, New York, Oregon, Rhode Island, Vermont (scheduled trajectory), and Washington. Michigan is scheduled to reach $15.00 on January 1, 2027.
Do all states have a minimum wage law?
No. Five states — Alabama, Louisiana, Mississippi, South Carolina, and Tennessee — have not enacted a state minimum wage law. In these states, the FLSA federal minimum wage of $7.25 per hour applies to covered employers. Georgia and Wyoming have state minimum wage laws, but their state rates ($5.15 per hour) are below the federal rate, so the FLSA rate prevails for covered employment.
What is the minimum wage for tipped employees?
Under the FLSA, tipped employees may be paid a minimum cash wage of $2.13 per hour, provided their tips combined with the cash wage equal at least $7.25 per hour. If tips fall short, the employer must make up the difference. Seven states — Alaska, California, Minnesota, Montana, Nevada, Oregon, and Washington — do not permit a tip credit and require employers to pay the full state minimum wage before tips.
Which states are increasing their minimum wage in 2026?
Twenty-one states increased or are scheduled to increase their minimum wage rates in 2026. Most increases took effect on January 1, 2026. Alaska’s increase to $14.00 takes effect on July 1, 2026, and Florida’s increase to $15.00 takes effect on September 30, 2026. See the 2026 Minimum Wage Increases table above for complete details.
What happens when the state minimum wage is lower than the federal minimum wage?
When a state’s minimum wage rate is lower than the federal rate of $7.25 per hour, employers covered by the FLSA are required to pay the higher federal rate. This currently applies in Georgia and Wyoming, where state rates are $5.15 per hour but FLSA-covered employers must pay at least $7.25.
How often do state minimum wage rates change?
The frequency varies by state. States with automatic CPI-indexed adjustments — such as Arizona, Colorado, Montana, Ohio, South Dakota, Vermont, and Washington — update their rates annually. Other states change rates through legislative action, which may happen at irregular intervals. Most scheduled increases take effect on January 1, with some states using July 1 (Alaska, D.C., Oregon) or September 30 (Florida).
What is the minimum wage in California in 2026?
The minimum wage in California is $16.90 per hour as of January 1, 2026. California does not permit a tip credit, meaning tipped employees must also receive the full $16.90 rate. California also has a separate $20.00 per hour minimum for fast-food restaurant employees at chains with 60 or more locations nationwide, established under Assembly Bill 1228. For a complete overview, see the California minimum wage guide.
What is the minimum wage in Texas in 2026?
The minimum wage in Texas is $7.25 per hour in 2026, which equals the federal minimum wage under the FLSA. Texas does not have a separate state minimum wage rate above the federal level. The state’s minimum wage law excludes from coverage any employment already subject to the FLSA. The tipped minimum cash wage in Texas is $2.13 per hour. For details, see the Texas minimum wage guide.
What is the minimum wage in New York in 2026?
The minimum wage in New York depends on geographic region. As of January 1, 2026, the rate is $17.00 per hour in New York City, Nassau County, Suffolk County, and Westchester County, and $16.00 per hour in the remainder of the state. New York also requires spread-of-hours pay when an employee’s shift exceeds 10 hours. Beginning in 2027, the minimum wage will be adjusted annually based on CPI. For details, see the New York minimum wage guide.
What is the minimum wage in Florida in 2026?
The minimum wage in Florida is $14.00 per hour as of September 30, 2025. It is scheduled to increase to $15.00 per hour on September 30, 2026, completing the incremental increases approved by voters in 2020. The tipped minimum cash wage in Florida is $10.98. For details, see the Florida minimum wage guide.
State Minimum Wage Requirements: Key Compliance Considerations
State minimum wage requirements go beyond the basic hourly rate. Depending on the state, employers may face additional obligations that affect how minimum wage compliance is calculated and documented:
Posting requirements: Nearly all states require employers to display a current minimum wage notice or labor law poster in the workplace. Updated posters are typically required each time the state rate changes. The DOL provides federal poster requirements, and individual state labor departments publish state-specific poster mandates.
Recordkeeping obligations: Under the FLSA and most state minimum wage laws, employers are required to maintain accurate records of hours worked and wages paid for each employee. Recordkeeping requirements are particularly detailed for tipped employees, where employers must document the tip credit claimed, the cash wage paid, and the total tips reported.
Local minimum wage compliance: More than 40 cities and counties across the United States have enacted local minimum wage ordinances that exceed their state rates. Notable examples include Seattle, WA; Denver, CO; Portland, OR (metro area); and various localities in California and New York. Employers operating in these jurisdictions are required to pay the highest applicable rate — whether federal, state, or local.
Pay frequency and wage payment timing: Some states tie minimum wage compliance to pay frequency rules, requiring that employees receive wages at specified intervals (weekly, bi-weekly, or semi-monthly). Late or incomplete wage payments may constitute minimum wage violations even if the hourly rate meets the minimum.
For state-specific minimum wage requirements, exemptions, and posting obligations, employers can access the DOL’s state labor office directory.
Multi-State Compliance for Employers
Employers with employees in multiple states are required to comply with the minimum wage rate applicable to each employee’s work location. The applicable rate is the highest of the federal, state, and local minimum wages in effect where the employee physically performs work.
This is particularly relevant for employers with remote workers who may be located in different states than the employer’s principal place of business. In these cases, the state minimum wage law where the employee works generally governs, not the state where the employer is headquartered.
Employers operating in states with automatic annual adjustments should monitor scheduled rate changes to maintain compliance. The DOL maintains a consolidated minimum wage table that is updated each time state rates change, and state labor departments publish rate schedules and adjustment formulas on their respective websites.
Sources
All information on this page is compiled from official U.S. government sources:
- U.S. Department of Labor — State Minimum Wage Laws (revised January 1, 2026)
- U.S. Department of Labor — Consolidated Minimum Wage Table (revised January 1, 2026)
- U.S. Department of Labor — Minimum Wages for Tipped Employees (revised January 1, 2026)
- U.S. Department of Labor — Changes in Basic Minimum Wages (Historical)
- U.S. Department of Labor — Federal Minimum Wage
- U.S. Department of Labor — State Labor Office Contacts
Update History
- March 2026: Initial publication. Data reflects all state minimum wage rates effective as of January 1, 2026, based on DOL tables revised January 1, 2026.
This page is reviewed and updated following each scheduled state minimum wage adjustment cycle. The next scheduled review is July 2026 to reflect mid-year increases in Alaska, D.C., and Oregon.