Rhode Island Minimum Wage 2026
⚠️Informational only — not legal or tax advice.
Last Updated: February 10, 2026
Last Reviewed: February 10, 2026
Applicable Period: 2026
Jurisdiction: State of Rhode Island, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Rhode Island Minimum Wage – 2026 Quick Reference
- Overview of Minimum Wage Law in Rhode Island
- Current Minimum Wage Rates in Rhode Island 2026
- Minimum Wage for Tipped Employees
- Local Minimum Wage Ordinances in Rhode Island
- Who Is Covered and Who Is Exempt
- Employer Obligations and Enforcement
- Rhode Island Minimum Wage vs Federal Law
- Minimum Wage Posting Requirements
- Frequently Asked Questions
- Information Verification Log
Introduction
The minimum wage in Rhode Island establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Rhode Island maintains a minimum wage of $16.00 per hour, with specific provisions for tipped employees and a scheduled increase to $17.00 in 2027.
Minimum wage regulations in Rhode Island operate under Rhode Island General Laws Title 28, Chapter 28-12 alongside federal requirements established by the Fair Labor Standards Act (FLSA). When state or local minimum wage rates exceed the federal standard, employers must comply with the higher applicable rate. Rhode Island allows tip credits for tipped employees, and no local jurisdictions have enacted higher minimum wage ordinances.
This page provides an authoritative overview of Rhode Island minimum wage law for 2026, including current rates, scheduled increases, tipped employee provisions, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.
| Rhode Island Minimum Wage – 2026 Quick Reference | |||
|---|---|---|---|
| Category | Rate | Effective Date | Official Source |
| State minimum wage | $16.00/hour | January 1, 2026 | R.I. Gen. Laws § 28-12-3 |
| Tipped minimum wage (cash wage) | $3.89/hour | January 1, 2017 (current) | R.I. Gen. Laws § 28-12-5 |
| Maximum tip credit allowed | $12.11/hour | — | R.I. Gen. Laws § 28-12-5 |
| Next scheduled increase | $17.00/hour | January 1, 2027 | R.I. Gen. Laws § 28-12-3 |
| Rate adjustment mechanism | Scheduled (legislative) | — | 2025-H 5029A, 2025-S 0125A |
| Federal minimum wage | $7.25/hour | July 24, 2009 | FLSA |
| Local minimum wages | No | — | Statewide uniformity |
Last verified: February 10, 2026 via Rhode Island Department of Labor and Training
Overview of Minimum Wage Law in Rhode Island
Legal Authority
Rhode Island minimum wage requirements are established under Rhode Island General Laws Title 28, Chapter 28-12, “Minimum Wages”. The Rhode Island Department of Labor and Training administers and enforces minimum wage regulations in Rhode Island. The state minimum wage law has been amended multiple times, most recently in 2025 when legislation (2025-H 5029A, 2025-S 0125A) established increases to $16.00 for 2026 and $17.00 for 2027.
Relationship to Federal Law
Under the Fair Labor Standards Act (FLSA), the federal minimum wage establishes a floor of $7.25 per hour for covered employers and employees. Rhode Island law operates independently with its own minimum wage standards that exceed the federal minimum. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.
Because Rhode Island’s minimum wage of $16.00 exceeds the federal minimum, most covered employers must comply with the state rate. Employers not subject to state minimum wage requirements but covered by federal law must comply with FLSA standards.
Coverage Scope
Rhode Island minimum wage law applies to all employers and employees within the state, with specific exemptions outlined in R.I. Gen. Laws § 28-12-4.3. The law covers private sector employers, nonprofit organizations, and most categories of workers. Employers not subject to state minimum wage requirements but covered by federal law must comply with FLSA standards.
Higher Rate Principle
The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal or state. In Rhode Island, this means employers must comply with the state rate of $16.00 per hour for 2026, as it exceeds the federal minimum of $7.25 per hour.
Current Minimum Wage Rates in Rhode Island 2026
Standard Hourly Minimum Wage
As of January 1, 2026, the standard minimum wage in Rhode Island is $16.00 per hour for covered employees. This rate applies to all non-exempt employees working in Rhode Island, regardless of employer size.
Rhode Island follows a legislatively scheduled minimum wage increase structure. The current rate of $16.00 represents a $1.00 increase from 2025’s rate of $15.00, as established by legislation signed by Governor Dan McKee in 2025. The legislation (2025-H 5029A, 2025-S 0125A) implements a two-year phase to reach $17.00 per hour.
Rhode Island does not have geographic or regional variations in minimum wage rates. The $16.00 per hour standard rate applies uniformly across all cities and counties in the state.
Student Worker Provisions
Rhode Island permits reduced wage rates for certain categories of student workers:
Part-Time Student Workers
- Rate: $12.00 per hour (75% of standard minimum wage)
- Eligibility: Students working 24 hours or less per week
- Coverage: Applies while working limited hours during academic periods
- Authority: Rhode Island Department of Labor and Training regulations
Students Over 24 Hours Per Week
- Rate: $16.00 per hour (full minimum wage for all hours worked)
- Requirement: Once a student works more than 24 hours in any week, full minimum wage applies to all hours
Full-Time Students at Nonprofit Organizations
- Rate: $14.40 per hour (90% of standard minimum wage)
- Eligibility: Full-time students under age 19 employed by nonprofit associations whose aims are religious, educational, library, or community service in nature
- Authority: R.I. Gen. Laws § 28-12-5(f)
These provisions allow educational institutions and qualifying nonprofit organizations to employ students at reduced rates while they pursue their studies. After a student turns 19 or no longer qualifies as a full-time student, employers must pay the full standard minimum wage.
Seasonal Resort and Camp Provisions
Rhode Island law permits reduced minimum wage rates for specific seasonal employment:
Seasonal Resorts
- Eligibility: Resorts that serve meals and operate six months or less per year, between May 1 and October 1
- Provision: May pay reduced rates during seasonal operation
- Authority: R.I. Gen. Laws § 28-12
Seasonal Camps
- Eligibility: Camps with structured recreational, educational, or religious programs that:
- Run seven months or less per year
- Do not employ anyone full-time year-round
- Exclusion: Trailer camps are not included in this exemption
- Authority: Rhode Island Department of Labor and Training regulations
These seasonal provisions recognize the temporary nature of employment in Rhode Island’s tourism and camp industries while ensuring workers receive fair compensation.
| Scheduled Minimum Wage Increases | |||
|---|---|---|---|
| Rhode Island has enacted the following minimum wage increase schedule: | |||
| Effective Date | Standard Rate | Student Rate (≤ 24 hrs/week) | Nonprofit Student Rate |
| January 1, 2026 | $16.00 | $12.00 | $14.40 |
| January 1, 2027 | $17.00 | $12.75 | $15.30 |
These scheduled increases were established under legislation signed in 2025 (2025-H 5029A, 2025-S 0125A). As of January 1, 2027, Rhode Island’s minimum wage will be $17.00 per hour. No further automatic increases are currently scheduled beyond 2027, and any future changes will require new legislation by the Rhode Island General Assembly.
Minimum Wage for Tipped Employees
Tipped Employee Cash Wage
Rhode Island permits employers to pay tipped employees a reduced cash wage, provided that employee tips combined with the cash wage equal at least the full minimum wage.
Cash wage requirement: $3.89 per hour
Maximum tip credit: $12.11 per hour
Total minimum compensation: $16.00 per hour (cash wage + tips)
The cash wage of $3.89 per hour has been in effect since January 1, 2017, and is established under R.I. Gen. Laws § 28-12-5(c). While the standard minimum wage has increased to $16.00, the tipped cash wage remains at $3.89, meaning the allowable tip credit has increased correspondingly.
Who Qualifies as a Tipped Employee
Under Rhode Island law, a tipped employee is one engaged in work where gratuities have customarily and usually constituted a part of weekly income. According to R.I. Gen. Laws § 28-12-5, “gratuities” means voluntary monetary compensation received directly or indirectly by the employee for services rendered.
Qualifying occupations typically include:
- Restaurant servers and bartenders
- Hotel service workers
- Buspersons (if they receive gratuities directly from customers)
- Parking attendants and valets
- Delivery drivers who receive tips
- Other service positions where tipping is customary
Important Note: The tip credit provision does not apply to taxicab drivers or limited public motor vehicle operators, who are specifically excluded under Rhode Island law.
Employer Obligations for Tipped Workers
Employers who claim a tip credit must:
- Provide substantial evidence that employees receive tips sufficient to meet the minimum wage when combined with the $3.89 cash wage
- Ensure total compensation (cash wage plus tips) equals or exceeds $16.00 per hour for all hours worked
- Pay the difference if an employee’s tips fail to bring total compensation to the minimum wage threshold
- Maintain accurate records of employee tips and hours worked according to Rhode Island Department of Labor and Training requirements
- Notify employees about tip credit provisions and compensation structure
According to R.I. Gen. Laws § 28-12-5(d), the Director of Labor and Training determines what type of proof constitutes substantial evidence for tip credit purposes.
Tip Pooling and Gratuity Handling
Tip Ownership: All tips and gratuities received by employees are the property of the employee. Rhode Island law defines gratuities as voluntary monetary compensation received directly or indirectly by the employee for services rendered.
Employer Restrictions: Employers cannot:
- Retain any portion of employee tips
- Count tips toward the minimum wage obligation beyond the allowable tip credit
- Require tip sharing with management or non-tipped employees
Buspersons: The gratuity allowance provisions do not apply to buspersons unless they receive gratuities directly from customers, as specified in R.I. Gen. Laws § 28-12-5(b).
Service Charges: Rhode Island law distinguishes between voluntary tips and mandatory service charges. Employers should consult the Rhode Island Department of Labor and Training for guidance on how service charges are treated under state law.
Local Minimum Wage Ordinances in Rhode Island
Rhode Island maintains a uniform statewide minimum wage of $16.00 per hour. No cities or counties in Rhode Island have enacted their own minimum wage rates that differ from the state minimum wage. All employers in Rhode Island must comply with the statewide rate regardless of their location within the state.
Rhode Island law does not explicitly prohibit local regulation of minimum wage, but no municipalities have exercised authority to establish higher rates or impose additional wage requirements beyond state law. The $16.00 statewide rate applies uniformly across all jurisdictions, from Providence and other urban areas to smaller towns and rural communities.
This uniformity simplifies compliance for employers operating in multiple locations throughout Rhode Island. Unlike neighboring states such as Massachusetts and Connecticut where some cities have enacted local minimum wages, Rhode Island employers can apply a single wage standard statewide.
Employer Obligations: All employers in Rhode Island must pay at least $16.00 per hour to covered employees, regardless of business location. Employers with operations in multiple states should verify whether higher local minimum wages apply in other jurisdictions where they operate.
Who Is Covered and Who Is Exempt
Employees Covered by Rhode Island Minimum Wage
Rhode Island minimum wage law covers most employees working within the state. Unless specifically exempted, covered employees include:
- Private sector workers: Full-time and part-time employees of private businesses
- Salaried non-exempt employees: Employees paid on a salary basis who do not qualify for executive, administrative, or professional exemptions
- Hourly employees: Workers compensated on an hourly basis
- Temporary and seasonal workers: Most temporary and seasonal employees are covered
- Minor employees: Workers under age 18, subject to specific provisions for student workers
- Part-time workers: Employees working any number of hours per week
The law applies regardless of employer size. Even businesses with only one employee must comply with Rhode Island’s $16.00 per hour minimum wage for covered workers.
Exemptions from Minimum Wage Requirements
The following categories of employees may be exempt from Rhode Island minimum wage requirements under R.I. Gen. Laws § 28-12-4.3:
Executive, Administrative, and Professional Employees
Employees performing bona fide executive, administrative, or professional duties may be exempt if they meet both salary and duties tests. Rhode Island incorporates federal exemption standards by reference to 29 C.F.R. §§ 541.1, 541.2, and 541.3 through 260-RICR-30-05-2. Just having an executive, administrative, or professional job title does not automatically create an exemption; the work performed must meet specific criteria.
Outside Sales Employees
Employees whose primary duty is making sales away from the employer’s place of business and who are customarily and regularly engaged away from the employer’s business location may be exempt from minimum wage requirements.
Specific Occupations Exempt from Minimum Wage:
The following occupations are specifically exempt under Rhode Island law:
- Newspaper carriers: Individuals delivering newspapers to homes
- Shoe shiners: Workers exclusively engaged in shoe shining
- Golf course caddies: Individuals working only as caddies
- Theater ushers: Ushers at live theaters
- Salespeople: Outside salespeople if most of their work is done away from the office
- Federal government employees: Workers employed directly by federal agencies
- Volunteers: Individuals volunteering for charities, schools, religious groups, or nonprofits where they are not officially employees
Motor Carrier Employees
Employees of motor carriers, including drivers, driver’s helpers, mechanics, and loaders, may be exempt with respect to certain work where the U.S. Secretary of Transportation has power to establish qualifications and maximum hours of service under 49 U.S.C. § 31502.
Automotive Industry Workers
Salespersons, parts persons, or mechanics primarily engaged in selling and/or servicing automobiles, trucks, or farm implements may be exempt to the extent covered by federal exemptions.
Workers with Disabilities
Under R.I. Gen. Laws § 28-12-9, the Director of Labor and Training may provide by regulation for the employment of individuals whose earning capacity is impaired by physical or mental disability at wages lower than the standard minimum wage. Such employment requires a special license issued by the Director.
Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. However, Rhode Island applies strict tests to determine independent contractor status, and misclassification may result in penalties, back wages, and other liabilities. The Rhode Island Department of Labor and Training enforces laws against worker misclassification.
Nonprofit Religious, Educational, and Community Service Organizations
Full-time students under age 19 employed by nonprofit organizations whose aims are religious, educational, library, or community service in nature may be paid 90% of the minimum wage (see Student Worker Provisions section above).
Exemption Verification
Exemptions from minimum wage requirements are narrowly construed under Rhode Island law. Employers uncertain about whether an employee qualifies for an exemption should consult the Rhode Island Department of Labor and Training or seek legal counsel to ensure compliance.
Employer Obligations and Enforcement
Employer Compliance Requirements
Employers subject to Rhode Island minimum wage law must:
- Pay the applicable minimum wage of at least $16.00 per hour for all hours worked
- Maintain accurate payroll records documenting hours worked and wages paid for at least three years
- Display required posters informing employees of minimum wage rates and their rights
- Issue compliant wage statements showing hours worked, gross wages, deductions, and net pay with each payment
- Provide written notice of wage rates, pay schedules, and employment information to new hires
- Pay wages on time according to Rhode Island’s weekly payment requirements (or approved exceptions)
- Preserve records of employee names, addresses, ages, hours worked each day and week, wage rates, and total wages paid
Recordkeeping Requirements: According to Rhode Island law, employers must keep complete and accurate records for all employees for at least three years. Required records include:
- Employee names, addresses, and ages
- Accurate daily and weekly time records (time in and time out)
- Hours worked each workday and workweek
- Wage rates and total wages paid each pay period
- Deductions from wages and explanations
- Pay statements provided to employees
The Rhode Island Department of Labor and Training may inspect these records during investigations or compliance audits.
Weekly Payment Requirement
Rhode Island requires most employers to pay wages weekly, within nine days from the end of the payroll period. This requirement is established under R.I. Gen. Laws § 28-14-2 and R.I. Gen. Laws § 28-14-2.2.
Exceptions to Weekly Pay:
- State entities and political subdivisions
- Religious, literary, or charitable corporations
- Employees whose compensation is fixed at a biweekly, semi-monthly, monthly, or yearly rate
- Employers who petition and receive approval from the Director of Labor and Training
Employers with average payroll exceeding 200% of the state minimum wage may petition for permission to pay less frequently than weekly, provided they meet security and notice requirements.
Enforcement of Minimum Wage Law
The Rhode Island Department of Labor and Training, Labor Standards Unit enforces minimum wage requirements in Rhode Island. The agency:
- Investigates wage complaints filed by employees
- Conducts routine compliance inspections
- Issues citations and orders for wage violations
- Collects unpaid wages and penalties on behalf of employees
- Refers cases for criminal prosecution when appropriate
Filing a Complaint: Employees who believe they have not been paid proper minimum wage may file a complaint with the Rhode Island Department of Labor and Training through:
- Online complaint portal: Submit a wage complaint
- Phone: (401) 462-WAGE (9243)
- Mail/In-person: Rhode Island Department of Labor and Training, Labor Standards Unit, 1511 Pontiac Avenue, Cranston, RI 02920
Rhode Island law prohibits retaliation against employees who file wage complaints or cooperate with investigations. Employees have up to three years from the date wages were earned to file a claim under R.I. Gen. Laws § 28-14-20.
Penalties for Minimum Wage Violations
Employers who violate Rhode Island minimum wage law may be subject to:
Back Wages: Employers must pay employees the difference between wages paid and the required minimum wage for all hours worked, typically going back up to three years from the date of complaint.
Penalties and Damages: Rhode Island law authorizes the Director of Labor and Training to collect unpaid wages and assess penalties for violations. The specific penalty amounts depend on the nature and severity of the violation.
Interest on Unpaid Wages: Unpaid wages may accrue interest from the date they were due until paid.
Civil Actions: Employees may pursue civil action to recover unpaid minimum wages in addition to or instead of filing administrative complaints.
Retaliation Prohibited: Employers cannot discharge, threaten, or discriminate against employees who:
- File wage complaints
- Testify in wage investigations
- Exercise rights under minimum wage law
Violations of anti-retaliation provisions may result in additional penalties and remedies, including reinstatement and damages.
Criminal Penalties: Willful violations of wage payment laws may constitute criminal offenses under Rhode Island law, subject to fines and potential imprisonment for severe or repeated violations.
Rhode Island Minimum Wage vs Federal Law
The Federal Minimum Wage Floor
The Fair Labor Standards Act (FLSA) establishes a federal minimum wage of $7.25 per hour, which has remained unchanged since July 24, 2009. This federal rate sets a floor for minimum wage requirements nationwide and applies to employers engaged in interstate commerce or with annual gross sales exceeding $500,000.
The federal tipped minimum wage is $2.13 per hour, with a maximum tip credit of $5.12, meaning employers must ensure tipped employees receive at least $7.25 per hour in combined wages and tips.
When State Law Applies
Because Rhode Island’s minimum wage of $16.00 exceeds the federal minimum, most employees working in Rhode Island are entitled to the higher state rate. The federal minimum serves as a fallback only for the limited category of employers or employees covered by federal but not state law.
For tipped employees, Rhode Island’s structure ($3.89 cash wage with tip credit up to $12.11) also provides greater protection than federal law ($2.13 cash wage with tip credit up to $5.12). Tipped employees in Rhode Island must receive at least $16.00 per hour in combined wages and tips, compared to the $7.25 federal requirement.
Higher Applicable Rate Rule
The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal or state—provides employees the highest hourly wage. This rule ensures workers receive maximum protection under applicable law.
Practical Application:
- Identify all minimum wage rates that may apply (federal and state)
- Determine which rates cover the specific employer and employee
- Pay the highest applicable rate
In Rhode Island, this means virtually all covered employers must pay the state minimum of $16.00 per hour, as it substantially exceeds the federal minimum of $7.25 per hour.
Example: A small retail business in Providence with four employees and $300,000 in annual sales may not be covered by the FLSA due to the enterprise coverage threshold. However, the business must still pay Rhode Island’s $16.00 minimum wage because state law applies to all employers regardless of size or sales volume.
Minimum Wage Posting Requirements
Rhode Island law requires employers to display an official minimum wage notice in a conspicuous location accessible to all employees. The poster must include current wage rates, employee rights, and contact information for the Rhode Island Department of Labor and Training.
Where to obtain posters:
- Download from Rhode Island Department of Labor and Training website: https://dlt.ri.gov/media/15621/download
- Contact Labor Standards Unit: (401) 462-WAGE (9243)
- Available in English and Spanish
Posting locations: The notice must be posted in each workplace location where employees can readily see it, typically near time clocks, in break rooms, at employee entrances, or at other prominent locations frequented by workers.
Compliance: Failure to display required posters may result in citations and penalties from the Rhode Island Department of Labor and Training. Employers must update posters when minimum wage rates change. The current poster reflects the $16.00 per hour rate effective January 1, 2026, and employers will need to update to a new poster when the rate increases to $17.00 on January 1, 2027.
Frequently Asked Questions: Minimum Wage in Rhode Island 2026
What is the minimum wage in Rhode Island in 2026?
The minimum wage in Rhode Island is $16.00 per hour as of January 1, 2026. This rate applies to all covered employees statewide, regardless of employer size or location within Rhode Island.
When is the next minimum wage increase in Rhode Island?
The next minimum wage increase in Rhode Island is scheduled for January 1, 2027, when the rate will rise to $17.00 per hour. No further increases are currently scheduled beyond 2027, and any additional changes will require new legislation.
Does Rhode Island allow tip credit?
Yes, Rhode Island permits employers to pay tipped employees a cash wage of $3.89 per hour, with up to $12.11 in tip credit, provided total compensation (wages plus tips) reaches $16.00 per hour. If tips do not bring total compensation to $16.00, employers must pay the difference.
Are there different minimum wages in different cities in Rhode Island?
No, Rhode Island maintains a uniform statewide minimum wage of $16.00 per hour. No cities or counties have enacted different rates. All employers throughout Rhode Island must pay the same minimum wage regardless of location.
Who is exempt from minimum wage in Rhode Island?
Common exemptions from Rhode Island minimum wage include executive, administrative, and professional employees meeting salary and duties tests; outside sales employees; newspaper carriers; shoe shiners; golf course caddies; theater ushers; and federal government employees. Independent contractors are not covered. Most hourly workers, including part-time employees, are covered and entitled to the $16.00 minimum wage.
What happens if an employer pays below minimum wage in Rhode Island?
Employers who pay below minimum wage face back wage liability for up to three years, penalties assessed by the Director of Labor and Training, and potential criminal prosecution for willful violations. Employees can file complaints with the Rhode Island Department of Labor and Training to recover unpaid wages. Rhode Island law prohibits retaliation against workers who report violations.
Do small businesses have to pay minimum wage in Rhode Island?
Yes, all employers in Rhode Island must pay minimum wage regardless of size. Even businesses with one employee must comply with the $16.00 per hour rate. Unlike some states, Rhode Island does not exempt small employers from minimum wage requirements.
Is Rhode Island’s minimum wage higher than the federal minimum?
Yes, Rhode Island’s minimum wage of $16.00 is $8.75 higher than the federal minimum wage of $7.25. Employers in Rhode Island must pay the higher state rate for covered employees.
How often does Rhode Island increase its minimum wage?
Rhode Island increases its minimum wage through legislation passed by the General Assembly. Recent increases followed scheduled implementation: $15.00 in 2025 and $16.00 in 2026. The next scheduled increase to $17.00 occurs on January 1, 2027. Beyond 2027, any further increases will require new legislation rather than automatic annual adjustments.
What is the minimum wage for student workers in Rhode Island?
Students working 24 hours or less per week may be paid 75% of the minimum wage ($12.00 per hour in 2026). Students working more than 24 hours per week must receive the full $16.00 minimum wage for all hours worked. Full-time students under age 19 working for qualifying nonprofit organizations may be paid 90% of the minimum wage ($14.40 in 2026).
Can employers pay less than minimum wage during training?
Rhode Island does not authorize a general training wage that applies to all new employees. However, specific exemptions exist for student workers and certain seasonal employment. Employers must pay at least $16.00 per hour from the first hour of employment unless the employee qualifies for a specific statutory exception.
How to file a minimum wage complaint in Rhode Island
Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Rhode Island Department of Labor and Training. Filing methods include:
- Online portal: Submit a wage complaint at dlt.ri.gov
- Phone: (401) 462-WAGE (9243)
- Mail/In-person: Rhode Island Department of Labor and Training, Labor Standards Unit, 1511 Pontiac Avenue, Cranston, RI 02920
The Department of Labor and Training will investigate the complaint and may recover unpaid wages on behalf of the employee. Rhode Island law prohibits employer retaliation against workers who file wage complaints or participate in investigations. Employees have up to three years from when wages were earned to file a claim.
Do remote workers in Rhode Island get the Rhode Island minimum wage?
Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Rhode Island are typically entitled to Rhode Island’s minimum wage of $16.00 per hour, even if their employer is based in another state. Employers should consult legal counsel regarding multi-state remote work arrangements to ensure compliance.
What is the minimum wage for tipped workers in Rhode Island?
Employers can pay tipped workers a cash wage of $3.89 per hour; however, total earnings including tips must equal at least $16.00 per hour. If wages plus tips don’t reach $16.00, employers must pay the difference. This means the maximum tip credit is $12.11 per hour.
Does Rhode Island have Sunday or holiday premium pay requirements?
Yes, Rhode Island requires certain retail establishments to pay employees time-and-a-half (1.5x regular rate) for work on Sundays and legal holidays, with a guaranteed minimum of four hours. These premium pay requirements are separate from minimum wage and apply to qualifying retail businesses. Consult R.I. Gen. Laws Chapter 25-3 for specific requirements.
Information Verification Log
All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.
| Sources & Legal References — Rhode Island Minimum Wage (2026) | ||
|---|---|---|
| Source | Last Verified | Full URL |
| Rhode Island General Laws § 28-12-3 (Minimum Wages) | February 10, 2026 | https://webserver.rilegislature.gov/Statutes/TITLE28/28-12/28-12-3.htm |
| Rhode Island General Laws § 28-12-5 (Tipped Employees) | February 10, 2026 | https://webserver.rilegislature.gov/Statutes/TITLE28/28-12/28-12-5.htm |
| Rhode Island General Laws § 28-12-4.3 (Exemptions) | February 10, 2026 | https://webserver.rilegislature.gov/Statutes/TITLE28/28-12/28-12-4.3.htm |
| Rhode Island Department of Labor and Training — Minimum Wage | February 10, 2026 | https://dlt.ri.gov/regulation-and-safety/labor-standards/minimum-wage |
| Governor McKee Signs Minimum Wage Legislation | February 10, 2026 | https://governor.ri.gov/press-releases/governor-mckee-signs-legislation-raising-rhode-island-minimum-wage |
| Rhode Island DLT Labor Standards | February 10, 2026 | https://dlt.ri.gov/regulation-and-safety/labor-standards |
| Rhode Island DLT Labor Standards FAQ | February 10, 2026 | https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq |
| Fair Labor Standards Act (FLSA) | February 10, 2026 | https://www.dol.gov/agencies/whd/minimum-wage/state |
| Rhode Island Regulations — 260-RICR-30-05-2 | February 10, 2026 | https://rules.sos.ri.gov/regulations/part/260-30-05-2 |