Washington Minimum Wage 2026
⚠️Informational only — not legal or tax advice.
Last Updated: February 4, 2026
Last Reviewed: February 4, 2026
Applicable Period: 2026
Jurisdiction: State of Washington, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Washington Minimum Wage – 2026 Quick Reference
- Overview of Minimum Wage Law in Washington
- Current Minimum Wage Rates in Washington 2026
- Minimum Wage for Tipped Employees
- Local Minimum Wage Ordinances in Washington
- Who Is Covered and Who Is Exempt
- Employer Obligations and Enforcement
- Washington Minimum Wage vs Federal Law
- Minimum Wage Posting Requirements
- Frequently Asked Questions
- Information Verification Log
Introduction
The minimum wage in Washington establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Washington maintains a minimum wage of $17.13 per hour, with specific provisions for youth workers and numerous local jurisdictions with higher rates. Washington does not allow tip credits, meaning all employees including those who receive tips must be paid the full minimum wage before tips.
Minimum wage regulations in Washington operate under RCW 49.46 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. Washington does not allow tip credits, and eight local jurisdictions have enacted higher minimum wage ordinances ranging from $19.13 to $21.65 per hour.
This page provides an authoritative overview of Washington minimum wage law for 2026, including current rates, scheduled increases, youth employee provisions, local wage ordinances, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.
| Washington Minimum Wage — 2026 Quick Reference | |||
|---|---|---|---|
| Category | Rate | Effective Date | Official Source |
| State minimum wage | $17.13/hour | January 1, 2026 | RCW 49.46.020 |
| Youth minimum wage (ages 14–15) | $14.56/hour | January 1, 2026 | L&I Youth Wage Rule |
| Tipped minimum wage | No tip credit — $17.13/hour | January 1, 2026 | RCW 49.46.020 |
| Tip credit allowed | No | — | State law |
| Next scheduled increase | Based on CPI-W | January 1, 2027 | RCW 49.46.020 |
| Rate adjustment mechanism | CPI-indexed | Annual | RCW 49.46.020 |
| Federal minimum wage | $7.25/hour | Ongoing | U.S. DOL |
| Local minimum wages | Yes (8 jurisdictions) | Varies | Local ordinances |
Last verified: February 4, 2026 via Washington State Department of Labor & Industries
Overview of Minimum Wage Law in Washington
Legal Authority
Washington minimum wage requirements are established under Chapter 49.46 RCW – Minimum Wage Requirements and Labor Standards. The Washington State Department of Labor & Industries administers and enforces minimum wage regulations in Washington. The state minimum wage law was originally enacted in 1959 and has been amended multiple times, most significantly by Initiative 688 in 1998, which established annual inflation adjustments, and Initiative 1433 in 2016, which raised rates and added paid sick leave requirements.
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. Washington law operates independently of federal minimum wage standards. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.
Because Washington’s minimum wage of $17.13 exceeds the federal minimum by $9.88, most covered employers must comply with the state rate. Washington’s minimum wage applies broadly to nearly all employees, with limited exemptions.
Coverage Scope
Washington minimum wage law applies to all employers regardless of size or annual revenue. The law covers virtually all employees working in Washington, including part-time workers, temporary employees, and seasonal workers. Specific industries and employee types have limited exemptions under state law. 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, state, or local. In Washington, this means employers must identify and apply whichever minimum wage rate provides employees the highest hourly compensation. With multiple local minimum wage ordinances in effect, employers must carefully determine which jurisdiction’s rate applies based on where employees physically perform work.
Current Minimum Wage Rates in Washington 2026
Standard Hourly Minimum Wage
As of January 1, 2026, the standard minimum wage in Washington is $17.13 per hour for covered employees age 16 and older. This rate applies to all non-exempt employees working in Washington regardless of employer size or industry.
Washington adjusts its minimum wage annually based on the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). The 3.24% increase from 2025’s rate of $16.58 reflects inflation adjustment calculated by the Washington State Department of Labor & Industries. The department announces the adjusted rate each September 30th for the following calendar year, as required by RCW 49.46.020.
Youth Minimum Wage
Washington permits a reduced wage rate for certain young workers:
Youth Minimum Wage
- Rate: $14.56 per hour (85% of adult minimum wage)
- Eligibility: Workers who are 14 or 15 years old
- Duration: Applies for all hours worked regardless of employment length
- Authority: RCW 49.46.020(5)
The youth wage provision allows employers to pay workers ages 14 and 15 a reduced rate equal to 85% of the standard minimum wage. Once an employee reaches age 16, they must be paid the full standard minimum wage. The youth wage applies indefinitely while the employee remains 14 or 15 years old—there is no time limit or training period after which the full wage must be paid.
Workers age 16 and 17 must be paid the full standard minimum wage of $17.13 per hour. Washington law does not provide for any training wage or new hire rate for adult workers.
Scheduled Minimum Wage Increases
Beginning January 1, 2027, Washington will adjust the minimum wage annually based on the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). The Washington State Department of Labor & Industries calculates and announces the adjusted rate each September 30th for the following calendar year.
The annual adjustment formula was established by Initiative 688 in 1998 and reaffirmed by Initiative 1433 in 2016. The rate is calculated to the nearest cent using the CPI-W for the twelve months prior to each September 1st as calculated by the United States Department of Labor.
Projected increases (estimates based on 2.5% annual inflation):
- January 1, 2027: Approximately $17.56/hour
- January 1, 2028: Approximately $18.00/hour
Actual rates will be announced by the Department of Labor & Industries each fall based on actual inflation data. The youth wage for workers ages 14-15 will adjust proportionally to remain at 85% of the adult minimum wage.
Minimum Wage for Tipped Employees
No Tip Credit Allowed
Washington does not permit employers to take a tip credit against minimum wage obligations. All employees, including those who receive tips, must be paid the full state minimum wage of $17.13 per hour before any tips are considered.
This means:
- Tipped employees receive $17.13 per hour as base compensation
- All tips earned are additional compensation beyond the minimum wage
- Employers cannot use customer tips to satisfy minimum wage requirements
- Tips belong entirely to employees and cannot be retained by employers
Tipped Employee Rights
Even though Washington prohibits tip credits, specific rules govern tip handling:
Tip Ownership: According to RCW 49.46.020(3), employers must pay to employees all tips and gratuities. Tips and service charges paid to an employee are in addition to, and may not count towards, the employee’s hourly minimum wage. All tips received by employees are the property of the employee, and employers cannot keep any portion of tips or deduct credit card processing fees from tips.
Service Charges: Service charges are defined and regulated under RCW 49.46.160. Mandatory service charges added to customer bills must be paid to employees servicing the customer unless the service charge is itemized on receipts or menus as not being payable to employees. Employers must clearly disclose whether service charges are distributed to employees or retained by the business.
Tip Pooling: Washington law permits voluntary tip pooling arrangements among employees. All participants in a tip pool must be employees who customarily and regularly receive tips. Employers, managers, and supervisors cannot participate in tip pools or receive any portion of pooled tips. Tip pooling arrangements must be reasonable and cannot be used to circumvent minimum wage requirements.
Local Minimum Wage Ordinances in Washington
In addition to the state minimum wage, eight cities and counties in Washington have enacted their own minimum wage ordinances that exceed the state rate of $17.13. Employers must comply with the highest applicable rate—federal, state, or local—for the jurisdiction where work is performed.
| Washington City and County Minimum Wages (2026) | ||||
|---|---|---|---|---|
| City/County | Rate | Effective Date | Employer Size Requirements | Official Source |
| Seattle | $21.30 | January 1, 2026 | All employers | Seattle SMC 14.19 |
| Tukwila | $21.65 | January 1, 2026 | 15+ employees or $2M+ revenue | Tukwila TMC 5.63 |
| Burien (Level 1) | $21.63 | January 1, 2026 | 500+ employees | Burien BMC 5.15 |
| Renton (Level 1) | $21.57 | January 1, 2026 | 500+ employees | Renton RMC 5-6-2 |
| King County (unincorporated) | $20.82 | January 1, 2026 | 500+ employees | King County Code 6.27 |
| Burien (Level 2) | $20.63 | January 1, 2026 | 21–499 employees | Burien BMC 5.15 |
| SeaTac | $20.74 | January 1, 2026 | Hospitality/transportation | SeaTac SMC 7.45 |
| Everett | $20.77 | January 1, 2026 | 500+ employees in WA | Everett EMC 3.110 |
| Renton (Level 2) | $20.57 (to 6/30) then $21.57 (7/1+) | January 1, 2026 | 15–500 employees | Renton RMC 5-6-2 |
| King County (mid-size) | $19.82 | January 1, 2026 | 16–499 employees or 15 employees + $2M revenue | King County Code 6.27 |
| Everett (mid-size) | $18.77 (to 6/30) then $19.77 (7/1+) | January 1, 2026 | 15–499 employees | Everett EMC 3.110 |
| Bellingham | $19.13 | January 1, 2026 | All employers | Bellingham BMC 3.76 |
| King County (small) | $18.32 | January 1, 2026 | ≤15 employees + <$2M revenue | King County Code 6.27 |
Note: Rates shown are for 2026. Some jurisdictions have mid-year adjustments effective July 1, 2026. Employers with 14 or fewer employees are exempt from Everett and Renton ordinances. Employers with 20 or fewer employees are exempt from Burien’s ordinance.
Important Notes on Local Rates:
Seattle: Unified rate of $21.30 for all employers effective January 1, 2026. The previous distinction between large and small employers was eliminated starting in 2025. Rate adjusts annually based on Seattle-Tacoma-Bellevue CPI-W.
Tukwila: Applies to employers with at least 15 employees worldwide OR over $2 million annual gross revenue generated within Tukwila city limits OR franchisees associated with a franchisor employing 500+ employees aggregate worldwide. Rate adjusts annually based on Seattle-Tacoma-Bellevue CPI-W.
Burien: Complex situation – two competing ordinances exist as of early 2026 due to legal proceedings. City-adopted ordinance establishes tiered rates based on employer size. Employers should verify current requirements with the City of Burien or Washington State Department of Labor & Industries.
Renton: Two-tiered system with Level 1 (500+ employees) and Level 2 (15-500 employees). Level 2 rate increases mid-year on July 1, 2026. Employers with 14 or fewer employees are not covered.
Everett: Applies to employers with 500+ employees in Washington State (Level 1) or 15-499 employees (Level 2). Level 2 rate increases mid-year on July 1, 2026. Employers with 14 or fewer employees are not covered.
SeaTac: Applies only to hospitality and transportation industry employers. Covers hotel workers, airport workers, and transportation services employees. Does not apply to all employers in the city.
King County (unincorporated areas): Applies only in unincorporated parts of King County. Does not apply within city limits of incorporated cities. Three-tiered system based on employer size and revenue.
How Local Minimum Wages Apply
Location of Work Controls: The applicable minimum wage is determined by where the employee physically performs work, not where the employer’s headquarters or main office is located. An employee working in Seattle must be paid Seattle’s minimum wage even if their employer is based in Spokane.
Employee Split Between Jurisdictions: When an employee works in multiple jurisdictions during a single workweek, employers must pay the minimum wage rate applicable for each location based on hours worked there. For example, an employee working 20 hours in Seattle ($21.30) and 20 hours in Bellevue ($17.13) must be paid at each location’s respective rate for the hours worked there.
Remote Work Considerations: For employees working remotely, the minimum wage of the jurisdiction where the employee physically performs work generally applies, even if the employer is located elsewhere. A remote worker performing work from their home in Seattle must be paid Seattle’s minimum wage regardless of the employer’s location.
Enforcement: Local minimum wage ordinances are typically enforced by city labor standards offices or the Washington State Department of Labor & Industries. Violations may result in back pay, penalties, liquidated damages, and other remedies under local and state law. Some cities have dedicated enforcement staff while others rely on state enforcement.
Scheduled Local Minimum Wage Increases
Most Washington local minimum wage ordinances adjust annually based on the Consumer Price Index. The following jurisdictions will announce adjusted rates in fall 2026 for 2027:
- Seattle: Adjusts annually based on Seattle-Tacoma-Bellevue CPI-W
- Tukwila: Adjusts annually based on Seattle-Tacoma-Bellevue CPI-W
- Burien: Adjusts annually based on cost-of-living adjustment (specific formula in BMC 5.15)
- Renton: Adjusts annually based on CPI-W
- Everett: Adjusts annually based on CPI-W
- King County: Adjusts annually based on CPI-W
- Bellingham: Adjusts annually based on CPI-W
- SeaTac: Adjusts annually based on CPI-W
Cities typically announce adjusted rates by October or November of each year for the following calendar year.
Who Is Covered and Who Is Exempt
Employees Covered by Washington Minimum Wage
Washington minimum wage law covers virtually all employees working in the state. Unless specifically exempted, covered employees include:
- Private sector workers: Full-time and part-time employees of private businesses of any size
- Salaried non-exempt employees: Employees paid on a salary basis who do not qualify for overtime exemption
- Hourly employees: Workers compensated on an hourly basis
- Temporary and seasonal workers: All temporary and seasonal employees are covered
- Minor employees: Workers under age 18 are covered, with youth wage provisions for ages 14-15
- Agricultural workers: Agricultural employees are covered by Washington minimum wage (unlike federal law)
- Nonprofit employees: Employees of nonprofit organizations are covered
- Public sector employees: State and local government employees are covered
Exemptions from Minimum Wage Requirements
The following categories of employees may be exempt from Washington minimum wage requirements:
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. For 2026, the minimum salary threshold for exempt status is $1,541.70 per week ($80,168.40 annually) for employers of all sizes. The salary threshold is calculated as 2.25 times the state minimum wage for a 40-hour workweek and adjusts annually. Beginning January 1, 2027, the multiplier increases to 2.5 times the minimum wage.
Computer Professionals
Computer professionals paid on an hourly basis may be exempt if they meet duties tests and are paid more than 3.5 times the state minimum wage. For 2026, this equates to approximately $59.96 per hour.
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 are exempt from minimum wage requirements under RCW 49.46.010.
Agricultural Workers
While agricultural workers are generally covered by Washington’s minimum wage, certain agricultural employees may be exempt from overtime requirements. However, as of 2022, agricultural workers in Washington are entitled to overtime pay under state law, phased in over several years. Minimum wage protections apply to agricultural workers.
Newspaper Carriers and Vendors
Individuals engaged in delivering newspapers to consumers are exempt from minimum wage requirements under RCW 49.46.010.
Students and Learners
Washington law authorizes the Department of Labor & Industries to establish special wage certificates for learners, apprentices, and messengers. However, these certificates are rarely issued and subject to strict limitations under RCW 49.46.060.
Workers with Disabilities (Subminimum Wage Certificates)
Washington has phased out subminimum wage certificates for workers with disabilities. The state legislature prohibited issuing new certificates after July 31, 2023, and all existing certificates expire no later than July 30, 2026. After this date, all workers with disabilities must be paid at least the full minimum wage.
Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. However, Washington applies strict tests to determine independent contractor status, and misclassification may result in significant penalties and back wages. Washington uses the “economic realities test” to distinguish employees from independent contractors, examining factors such as the degree of control, opportunity for profit or loss, investment in facilities, permanency of the relationship, and whether the work is an integral part of the business.
Employer Obligations and Enforcement
Employer Compliance Requirements
Employers subject to Washington minimum wage law must:
- Pay the applicable minimum wage for all hours worked, including the highest rate among federal, state, or local requirements
- 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 labor standards
- Issue compliant wage statements showing gross wages, deductions, and net pay each pay period
- Provide written notice of wage rates, pay schedules, and paid sick leave policies to new hires
- Provide paid sick leave as required under Washington’s paid sick leave law (minimum 1 hour per 40 hours worked)
- Pay all tips and service charges to employees as required by law
Recordkeeping Requirements: Employers must maintain payroll records for three years under RCW 49.46.070, including:
- Employee names, addresses, and dates of birth if under 19
- Hours worked each workday and workweek
- Wage rates and total wages paid each pay period
- All deductions from wages
- Total compensation paid
- Records of tips reported by employees (if applicable)
Enforcement of Minimum Wage Law
The Washington State Department of Labor & Industries enforces minimum wage requirements in Washington. 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 Washington State Department of Labor & Industries through:
- Online complaint portal: https://lni.wa.gov/workers-rights/wages/file-a-workplace-complaint
- Phone: 1-866-219-7321 (toll-free)
- Regional office locations: https://lni.wa.gov/agency/contact/
Washington law prohibits retaliation against employees who file wage complaints, participate in investigations, or assert their rights under minimum wage law. Retaliation violations carry significant penalties.
Penalties for Minimum Wage Violations
Employers who violate Washington 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 three years from the date of complaint filing.
Civil Penalties: The Department of Labor & Industries may assess civil penalties of up to $1,000 per violation for minimum wage violations. Willful or repeated violations may result in penalties up to $10,000 per violation. Penalties are assessed separately from back wage liability.
Interest: Unpaid wages accrue interest at 12% per year from the date wages were due under RCW 49.48.086.
Liquidated Damages: In private civil actions, employees may recover liquidated damages equal to the amount of unpaid wages, effectively doubling the recovery.
Attorney Fees: Employees who prevail in minimum wage actions may recover reasonable attorney fees and costs of litigation under RCW 49.48.030.
Criminal Penalties: Willful violations of minimum wage law may constitute a misdemeanor punishable by fines and potential imprisonment under Washington law.
Recordkeeping Violations: Failure to maintain required payroll records may result in separate penalties and creates presumptions in favor of employee claims regarding hours worked and wages due.
Washington 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.
When State Law Applies
Because Washington’s minimum wage of $17.13 exceeds the federal minimum by $9.88, virtually all employees working in Washington are entitled to the higher state rate. The federal minimum serves as a fallback only for the extremely limited category of employers and employees who might be covered by federal but not state law—a category that is nearly non-existent in Washington given the broad coverage of state law.
Washington’s minimum wage applies to all employers regardless of size, annual revenue, or industry. This makes Washington’s minimum wage law more expansive than federal law, which exempts many small employers and specific industries.
Higher Applicable Rate Rule
The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal, state, or local—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, state, local)
- Determine which rates cover the specific employer and employee
- Pay the highest applicable rate
In Washington, this often means comparing the federal minimum of $7.25, the state minimum of $17.13, and any applicable local minimum wage (ranging from $19.13 to $21.65) to determine which rate governs. For most employees, the state or local rate will apply as the highest rate.
Minimum Wage Posting Requirements
Washington law requires employers to display official minimum wage and labor standards notices in conspicuous locations accessible to all employees. The poster must include current wage rates, employee rights, and contact information for the Washington State Department of Labor & Industries.
Where to obtain posters:
- Download from Washington L&I website: https://lni.wa.gov/forms-publications/F700-074-000.pdf
- Order printed copies: Call 1-800-547-8367
- Available languages: English, Spanish, and multiple other languages
Posting locations: The notice must be posted in each workplace location where employees can readily see it, typically near time clocks, in break rooms, or at other prominent locations. Employers with multiple worksites must post notices at each location.
Local Ordinance Posters: Employers operating in cities with local minimum wage ordinances must also display the applicable local labor standards poster in addition to the state poster. Local posters are available from:
- Seattle: https://www.seattle.gov/laborstandards
- Tukwila: https://www.tukwilawa.gov/MinimumWage
- Other jurisdictions: Contact the city government or check the city’s website
Compliance: Failure to display required posters may result in citations and penalties from the Department of Labor & Industries or local enforcement agencies. Employers must update posters when minimum wage rates change each January 1st.
Frequently Asked Questions: Minimum Wage in Washington 2026
What is the minimum wage in Washington in 2026?
The minimum wage in Washington is $17.13 per hour as of January 1, 2026, for employees age 16 and older. Workers ages 14-15 may be paid $14.56 per hour (85% of the adult rate). Eight cities and counties have higher local minimum wages ranging from $19.13 to $21.65 per hour.
When is the next minimum wage increase in Washington?
The next minimum wage increase in Washington is scheduled for January 1, 2027. The Washington State Department of Labor & Industries will announce the adjusted rate by September 30, 2026, based on annual inflation as measured by the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). Future increases occur automatically each January 1st based on inflation.
Does Washington allow tip credit?
No, Washington does not allow tip credit. All employees, including those who receive tips, must be paid the full minimum wage of $17.13 per hour (or applicable local rate) before tips. Tips and service charges are additional compensation beyond the minimum wage and cannot be counted toward minimum wage obligations.
Are there different minimum wages in different cities in Washington?
Yes, eight jurisdictions in Washington have enacted minimum wages higher than the state rate. Rates range from $19.13 in Bellingham to $21.65 in Tukwila. Seattle’s rate is $21.30 for all employers. Other cities with local rates include Burien, Renton, Everett, SeaTac, and unincorporated King County. Employers must pay the highest applicable rate for the location where work is performed.
Who is exempt from minimum wage in Washington?
Common exemptions from Washington minimum wage include executive, administrative, and professional employees meeting salary and duties tests (minimum $80,168.40 annually for 2026), computer professionals paid hourly above threshold rates, outside sales employees, and newspaper carriers. Independent contractors are not covered. Most hourly workers, including part-time employees and agricultural workers, are covered by minimum wage protections.
What happens if an employer pays below minimum wage in Washington?
Employers who pay below minimum wage face back wage liability for up to three years, civil penalties up to $1,000-$10,000 per violation depending on severity, interest at 12% annually on unpaid wages, and potential liquidated damages equal to unpaid wages in private actions. Employees can file complaints with the Washington State Department of Labor & Industries. State law prohibits retaliation against workers who report violations.
Do small businesses have to pay minimum wage in Washington?
Yes, all employers in Washington must pay minimum wage regardless of size or annual revenue. Even businesses with one employee must comply with the $17.13 hourly rate (or higher local rate if applicable). Unlike federal law, Washington’s minimum wage law does not exempt small businesses based on size or sales volume.
Is Washington’s minimum wage higher than the federal minimum?
Yes, Washington’s minimum wage of $17.13 is $9.88 higher than the federal minimum wage of $7.25. Employers in Washington must pay the higher state rate. Washington has had a minimum wage exceeding the federal rate since 2001, and the gap has widened as Washington adjusts annually for inflation while the federal rate has remained frozen since 2009.
How often does Washington increase its minimum wage?
Washington adjusts its minimum wage annually on January 1st based on the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). The Washington State Department of Labor & Industries calculates and announces the new rate each September 30th for the following year. This automatic adjustment system has been in place since 1998 following passage of Initiative 688.
Can employers pay less than minimum wage during training?
No, Washington does not authorize a training wage for adult workers. Employers must pay at least $17.13 per hour (or applicable local rate) from the first hour of employment for workers age 16 and older. The only reduced rate permitted is for workers ages 14-15, who may be paid 85% of the standard minimum wage ($14.56 in 2026) for all hours worked.
How to file a minimum wage complaint in Washington
Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Washington State Department of Labor & Industries. Filing methods include:
- Online portal: https://lni.wa.gov/workers-rights/wages/file-a-workplace-complaint
- Phone: 1-866-219-7321 (toll-free)
- Mail: Washington State Department of Labor & Industries, PO Box 44400, Olympia, WA 98504-4400
- In-person: Visit any L&I regional office (locations at https://lni.wa.gov/agency/contact/)
The Department of Labor & Industries will investigate the complaint and may recover unpaid wages on behalf of the employee. Washington law prohibits employer retaliation against workers who file wage complaints or participate in investigations. Complaints can be filed within three years of the alleged violation.
Do remote workers in Washington get the Washington minimum wage?
Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Washington are entitled to Washington’s minimum wage of $17.13, even if their employer is based in another state. If the remote worker is physically located in a city with a local minimum wage ordinance (such as Seattle at $21.30), the higher local rate applies based on the worker’s physical work location.
What is the youth minimum wage in Washington?
Workers ages 14 and 15 in Washington may be paid a youth minimum wage of $14.56 per hour, which is 85% of the adult minimum wage. This reduced rate applies for all hours worked while the employee is 14 or 15 years old with no time limit. Once a worker turns 16, they must be paid the full minimum wage of $17.13 per hour. Workers ages 16 and 17 must be paid the full adult minimum wage.
Information Verification Log
All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.