Wisconsin 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 Wisconsin, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Wisconsin Minimum Wage – 2026 Quick Reference
- Overview of Minimum Wage Law in Wisconsin
- Current Minimum Wage Rates in Wisconsin 2026
- Minimum Wage for Tipped Employees
- Local Minimum Wage Ordinances in Wisconsin
- Who Is Covered and Who Is Exempt
- Employer Obligations and Enforcement
- Wisconsin Minimum Wage vs Federal Law
- Minimum Wage Posting Requirements
- Frequently Asked Questions
- Information Verification Log
Introduction
The minimum wage in Wisconsin establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Wisconsin adopts the federal minimum wage of $7.25 per hour, with specific provisions for tipped employees and opportunity workers under age 20.
Minimum wage regulations in Wisconsin operate under Wisconsin Statutes Chapter 104 alongside federal requirements established by the Fair Labor Standards Act (FLSA). When federal law applies, employers must comply with the $7.25 per hour standard. Wisconsin allows tip credits for tipped employees and permits an opportunity wage for workers under 20 years old during their first 90 days of employment. Wisconsin law prohibits cities and counties from enacting local minimum wage ordinances, establishing a uniform statewide rate.
This page provides an authoritative overview of Wisconsin minimum wage law for 2026, including current rates, tipped employee provisions, opportunity wage requirements, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.
| Wisconsin Minimum Wage — 2026 Quick Reference | |||
|---|---|---|---|
| Category | Rate | Effective Date | Official Source |
| State minimum wage | $7.25/hour (federal rate) | July 24, 2009 | Wis. Stat. § 104.035(1)(a) |
| Tipped minimum wage | $2.33/hour | Ongoing | Wis. Admin. Code DWD 272.03(2)(a) |
| Opportunity wage (under 20) | $5.90/hour | Ongoing | Wis. Admin. Code DWD 272.03(1m)(b) |
| Maximum tip credit | $4.92/hour | — | State regulation |
| Federal minimum wage | $7.25/hour | July 24, 2009 | Fair Labor Standards Act (FLSA) |
| Next scheduled increase | None | — | No automatic adjustment |
| Rate adjustment mechanism | Fixed | — | Requires legislation |
| Local minimum wages | Prohibited | — | Wis. Stat. § 104.001(2) |
Last verified: February 4, 2026 via Wisconsin Department of Workforce Development
Overview of Minimum Wage Law in Wisconsin
Legal Authority
Wisconsin minimum wage requirements are established under Wisconsin Statutes Chapter 104, the state’s Minimum Wage Law. The Wisconsin Department of Workforce Development Equal Rights Division administers and enforces minimum wage regulations in Wisconsin. Administrative rules governing minimum wage rates and requirements are codified in Wisconsin Administrative Code Chapter DWD 272.
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. Wisconsin Statutes § 104.035(1)(a) sets the state minimum wage at $7.25 per hour, effectively adopting the federal rate. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.
Because Wisconsin’s minimum wage matches the federal minimum, most covered employers must comply with the $7.25 rate established by both state and federal law. For employers covered by the FLSA, Wisconsin law serves primarily to extend minimum wage protection to employers and employees who may fall outside federal coverage.
Coverage Scope
Wisconsin minimum wage law applies to all employers in the state, including private employers, public employers, and nonprofit organizations, regardless of whether they are covered by federal law. Wisconsin Statutes § 104.01(3) defines “employer” broadly to include any person engaged in any activity, enterprise, or business employing one or more employees. State and local units of government are also covered employers under Wisconsin law.
Higher Rate Principle
The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal or state. In Wisconsin, because state and federal rates are identical at $7.25 per hour, employers covered by either law must comply with this uniform rate. Employers not covered by federal law but subject to Wisconsin’s minimum wage law must still pay at least $7.25 per hour.
Statewide Uniformity
Wisconsin Statutes § 104.001 explicitly prohibits cities, villages, towns, and counties from enacting local minimum wage ordinances. The legislature determined that a uniform statewide minimum wage is a matter of statewide concern. Any local minimum wage ordinances enacted before June 16, 2005, were voided by state law. This preemption ensures that all Wisconsin employers face consistent minimum wage requirements regardless of geographic location within the state.
Current Minimum Wage Rates in Wisconsin 2026
Standard Hourly Minimum Wage
As of 2026, the standard minimum wage in Wisconsin is $7.25 per hour for covered employees. This rate applies to all non-exempt employees working in Wisconsin, including full-time, part-time, temporary, and seasonal workers. Wisconsin law has maintained the $7.25 rate since July 24, 2009, when the federal minimum wage last increased to this level.
The $7.25 minimum wage established under Wisconsin Statutes § 104.035(1)(a) matches the federal rate set by the Fair Labor Standards Act. Wisconsin does not have a mechanism for automatic annual adjustments based on inflation or cost of living. Changes to the minimum wage rate require new legislation to be enacted by the Wisconsin State Legislature.
Employers must pay covered employees at least $7.25 for each hour worked. This applies regardless of whether employees are paid on an hourly, salary, piece rate, or commission basis. When calculating whether minimum wage requirements are met, the Wisconsin Department of Workforce Development divides gross pay by total hours worked in the pay period.
Opportunity Wage for Young Workers
Wisconsin permits employers to pay a reduced “opportunity wage” to certain young employees during an initial employment period. Under Wisconsin Administrative Code DWD 272.03(1m)(b), employers may pay $5.90 per hour to opportunity employees.
Opportunity Employee Eligibility:
- Worker must be under 20 years old
- Applies only during first 90 consecutive calendar days of employment with an employer
- Ends when employee turns 20 years old OR after 90 calendar days, whichever comes first
After the 90-day period expires or the employee reaches age 20, employers must pay at least the full standard minimum wage of $7.25 per hour. The opportunity wage provision allows employers to pay reduced rates during initial training periods for younger workers while still ensuring eventual transition to full minimum wage.
The opportunity wage is distinct from the federal youth minimum wage provisions under the FLSA. Wisconsin’s opportunity wage of $5.90 per hour is higher than the federal youth minimum wage of $4.25 per hour, so Wisconsin employers must pay the higher state rate.
No Scheduled Minimum Wage Increases
No further minimum wage increases are currently scheduled in Wisconsin. The minimum wage will remain at $7.25 per hour unless modified by future legislation enacted by the Wisconsin State Legislature. Wisconsin does not have automatic annual adjustments tied to inflation, cost of living indexes, or any scheduled increase mechanism.
Any changes to Wisconsin’s minimum wage rate require new legislation. Multiple proposals to increase the state minimum wage have been introduced in the Wisconsin Legislature in recent years, but no increases have been enacted as of 2026. Until new legislation is passed, the minimum wage remains at the federal floor of $7.25 per hour established in 2009.
Minimum Wage for Tipped Employees
Tipped Employee Cash Wage
Wisconsin 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. Under Wisconsin Administrative Code DWD 272.03(2)(a), employers may pay:
Cash wage requirement: $2.33 per hour
Maximum tip credit: $4.92 per hour
Total minimum compensation: $7.25 per hour (cash wage + tips)
Employers who claim a tip credit must ensure that tipped employees receive at least $7.25 per hour when combining the $2.33 cash wage with tips actually received. If an employee’s tips during a pay period do not bring total compensation to $7.25 per hour, the employer must pay the difference to meet the full minimum wage requirement.
Who Qualifies as a Tipped Employee
Under Wisconsin Administrative Code DWD 272.01(12), a “tipped employee” is any employee engaged in an occupation in which they customarily and regularly receive tips or gratuities from patrons or others. Qualifying occupations typically include:
- Restaurant servers and bartenders
- Hotel service workers
- Parking attendants and valets
- Delivery drivers who receive tips
- Barbers and beauty operators
- Bellhops and taxi drivers
- Bus persons who participate in tip pooling
The phrase “customarily and regularly” signifies a frequency that must be greater than occasional but may be less than constant. Employees who only occasionally or sporadically receive tips (such as only during holidays) do not qualify as tipped employees under Wisconsin law.
Employer Obligations for Tipped Workers
Employers who claim a tip credit must comply with specific requirements under Wisconsin Administrative Code DWD 272.03(2):
- Maintain accurate payroll records showing hours worked, wages paid, and tips received by tipped employees for each pay period
- Obtain signed tip declarations from tipped employees each pay period documenting total tips received
- Ensure total compensation equals or exceeds $7.25 per hour when combining cash wages and tips for all hours worked
- Pay the difference if an employee’s tips fail to bring total compensation to the minimum wage
- Withhold proper taxes from both cash wages and reported tips
When employer time and payroll records do not contain required tip declarations, no tip credit is allowed, and employers must pay the full $7.25 minimum wage as cash wages.
Tips, Service Charges, and Ownership
Tip Ownership: Tips are the property of the employee who receives them. Under Wisconsin Administrative Code DWD 272.03(2)(c), a tip is a sum presented by a customer as a gift or gratuity in recognition of services performed. Customers determine whether to give a tip, the amount, and who receives it.
Service Charges: Compulsory service charges imposed by an employer (such as a mandatory 15% charge) are not tips unless the employer distributes them to employees. If an employer keeps service charges, those amounts cannot be counted toward the tip credit, and employees must still receive at least $2.33 per hour in cash wages plus sufficient tips to reach $7.25 per hour total compensation.
Credit Card Processing: Wisconsin law does not explicitly address credit card processing fees. Employers should consult with the Wisconsin Department of Workforce Development regarding whether deductions for credit card fees are permissible.
Tip Pooling and Sharing
Wisconsin Administrative Code DWD 272.03(2)(d) addresses tip pooling arrangements. Where employees practice tip splitting (such as servers giving a portion of tips to bus persons), both the amounts retained by servers and those distributed to other employees are counted as tips received by each respective employee for purposes of determining if minimum wage requirements are met.
Wisconsin regulations require that tip pooling arrangements be voluntary. Employers cannot mandate that employees participate in tip pools, but employees may voluntarily agree to participate. After redistribution of pooled tips, employers may only credit employees with the tips they actually received after the pool distribution when calculating whether the employee met minimum wage requirements.
Only employees who customarily and regularly receive tips may participate in valid tip pools. Employers, managers, and supervisors cannot participate in tip pools or receive any portion of employee tips.
Opportunity Employees and Tips
Opportunity employees (workers under 20 during their first 90 days) who receive tips may be paid a reduced tipped cash wage. Under Wisconsin Administrative Code DWD 272.03(2)(am), the tipped minimum wage for opportunity employees is $2.13 per hour.
Combined with tips, opportunity employees must still receive at least $5.90 per hour total compensation during their first 90 days or until they turn 20. Once the opportunity period ends, tipped employees must receive at least the standard tipped minimum of $2.33 per hour in cash wages plus tips totaling $7.25 per hour.
Local Minimum Wage Ordinances in Wisconsin
Wisconsin law prohibits cities and counties from enacting their own minimum wage rates that differ from the state minimum wage. Wisconsin Statutes § 104.001 establishes minimum wage as a matter of statewide concern and preempts local regulation.
State Preemption of Local Ordinances
Wisconsin Statutes § 104.001(1) declares that “the legislature finds that the provision of a minimum wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a minimum wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter.”
Wisconsin Statutes § 104.001(2) explicitly provides: “A city, village, town, or county may not enact and administer an ordinance establishing a minimum wage. Any city, village, town, or county minimum wage ordinance that is in effect on June 16, 2005, is void.”
This preemption provision was enacted in 2005 and voided any existing local minimum wage ordinances. Before the preemption law took effect, the City of Madison had enacted a local minimum wage ordinance. That ordinance, along with any others that existed, became void on June 16, 2005.
Uniform Statewide Rate
All employers in Wisconsin must comply with the uniform statewide rate of $7.25 per hour. No cities or counties in Wisconsin have authority to establish higher rates or impose additional wage requirements beyond state law. The $7.25 statewide rate applies uniformly across all jurisdictions, from Milwaukee and Madison to smaller rural communities.
Employers operating in multiple Wisconsin locations need only track compliance with the single statewide rate rather than navigating varying local requirements. This uniformity simplifies payroll administration but also means that workers in high-cost urban areas receive the same minimum wage as workers in lower-cost rural regions.
Who Is Covered and Who Is Exempt
Employees Covered by Wisconsin Minimum Wage
Wisconsin minimum wage law covers a broad range of employees. Under Wisconsin Statutes § 104.01, covered employees include:
- Private sector workers: Full-time and part-time employees of private businesses, regardless of business size
- Public sector workers: Employees of state agencies, local governments, and municipalities
- Nonprofit organization employees: Workers employed by nonprofit entities
- 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: Employees hired for limited durations
- Minor employees: Workers under age 18 are generally covered at the same $7.25 rate
Wisconsin Administrative Code DWD 272.02 specifies that minimum wage rates apply to all employees, including indentured apprentices, employed at private employments including nonprofit organizations, whether paid on a time, piece rate, commission, or other basis.
Common Exemptions from Minimum Wage
Certain categories of employees may be exempt from Wisconsin 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. Wisconsin generally follows federal FLSA exemption criteria for these white-collar exemptions. Employees must be paid on a salary basis and perform exempt job duties as defined by federal regulations.
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 under Wisconsin law.
Government Employees in Certain Roles
Wisconsin Statutes § 104.01(2)(b) exempts certain government employees, including elective officers, employees on the personal staff of elective officers, appointees at policymaking levels, and immediate advisers to elective officers with respect to constitutional or legal powers of the office.
Federal Exemptions May Apply
Employees exempt from the federal minimum wage under 29 USC 213 may also be exempt from Wisconsin’s minimum wage. However, Wisconsin applies its minimum wage law broadly to employers and employees who may not be covered by federal law, so federal exemptions do not automatically create Wisconsin exemptions.
Independent Contractors
Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. Wisconsin applies tests to determine whether a worker is an employee or independent contractor. Misclassification of employees as independent contractors may result in penalties and back wage liability.
Workers with Disabilities
Wisconsin permits employers to pay subminimum wages to workers whose disabilities impair their ability to perform work, but only under special licenses issued by the Wisconsin Department of Workforce Development.
Employers must apply for a special minimum wage license to pay less than the standard minimum wage to employees with disabilities. Rates paid must reflect the productivity of the worker with a disability compared to workers without disabilities performing the same or similar work. Employers must notify affected workers and their parents or guardians of the terms of the special minimum wage license both verbally and in writing.
Wisconsin Administrative Code DWD 272.07 governs the licensing procedures and requirements for employers seeking to pay special minimum wages to workers with disabilities.
Employer Obligations and Enforcement
Employer Compliance Requirements
Employers subject to Wisconsin minimum wage law must:
- Pay the applicable minimum wage of at least $7.25 per hour for all hours worked by covered employees
- Maintain accurate payroll records documenting employee names, addresses, hours worked each workday and workweek, wage rates, total wages paid, and deductions from wages
- Display required posters informing employees of minimum wage rates and their rights under Wisconsin labor standards laws
- Provide wage statements showing gross wages, deductions, and net pay for each pay period
- Pay wages on regular paydays as established by the employer
- Retain payroll records for at least three years
Wisconsin Statutes § 104.09 requires employers to keep records of employees’ hours worked and wages paid. The Wisconsin Department of Workforce Development may inspect these records to verify compliance with minimum wage requirements.
Enforcement Agency and Process
The Wisconsin Department of Workforce Development Equal Rights Division enforces minimum wage requirements in Wisconsin. The Equal Rights Division:
- Investigates wage complaints filed by employees
- Conducts compliance inspections of employers
- Issues determinations 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 Wisconsin Department of Workforce Development through:
- Online portal: File a Labor Standards Complaint
- Phone: (608) 266-3131
- Mail: Wisconsin Department of Workforce Development
Equal Rights Division
P.O. Box 7946
Madison, WI 53707
Wisconsin law prohibits retaliation against employees who file wage complaints or cooperate with investigations. Employees may file complaints within two years of the date wages were due.
Investigation Process
When a minimum wage complaint is filed, an investigator from the Equal Rights Division will:
- Notify the employer of the complaint and provide a copy of the complaint
- Request written response from the employer addressing the allegations
- Review payroll records and other documentation to determine if violations occurred
- Attempt voluntary settlement between the parties throughout the investigation
- Issue a determination on the merits of the complaint if settlement is not reached
The Wisconsin Department of Workforce Development strives to assist parties in reaching voluntary settlements. However, in minimum wage disputes, the agency cannot settle for less than the full wage required by state law. Most investigations take several months to resolve depending on complexity and caseloads.
Penalties and Remedies
Employers who violate Wisconsin 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. Claims may extend back two years from the date of complaint under Wisconsin labor standards laws.
Liquidated Damages: Employers may be liable for liquidated damages or penalties for failure to pay minimum wage as required by law.
Criminal Penalties: Under Wisconsin Statutes § 104.02, employers who pay, offer to pay, or agree to pay wages lower than the applicable minimum wage are guilty of violations subject to penalties provided in Wisconsin Statutes § 103.005(12).
Retaliation Penalties: Employers who retaliate against employees for filing minimum wage complaints or cooperating with investigations may face additional penalties under Wisconsin’s labor standards retaliation laws.
Time Limits for Filing Claims
Employees must file minimum wage complaints within two years of the date wages were due and payable. The Wisconsin Department of Workforce Development will not accept wage claims for wages payable more than two years before the complaint is received. This two-year statute of limitations applies whether claims are filed with the agency or in court.
Wisconsin 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 FLSA covers enterprises that have employees engaged in interstate commerce, producing goods for interstate commerce, or handling, selling, or working on goods or materials that have been moved in or produced for interstate commerce. Most businesses with annual gross sales of $500,000 or more are covered. Additionally, certain enterprises are covered regardless of dollar volume, including hospitals, schools, and government agencies.
When State Law Applies
Wisconsin’s minimum wage of $7.25 per hour matches the federal minimum. For employers covered by both state and federal law, the requirements are identical. Wisconsin Statutes Chapter 104 serves to extend minimum wage protection to employers and employees who may fall outside federal FLSA coverage.
Some small employers and certain types of employees may not be covered by the federal FLSA but are still subject to Wisconsin’s minimum wage law. For these employers and employees, Wisconsin law provides the primary source of minimum wage requirements even though the rate is identical to federal law.
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. In Wisconsin, because state and federal minimum wages are both $7.25 per hour, this principle results in a uniform requirement for all covered employers.
Practical Application:
- Determine if the employer is covered by federal FLSA
- Determine if the employer is covered by Wisconsin minimum wage law
- Pay at least $7.25 per hour to covered employees
In practice, nearly all Wisconsin employers must pay at least the $7.25 minimum wage under either federal or state law, or both. The identical rates simplify compliance but also mean that employees in Wisconsin have not received a minimum wage increase since 2009.
Minimum Wage Posting Requirements
Wisconsin law requires employers to display official minimum wage notices in conspicuous locations accessible to all employees. Employers must post the state minimum wage poster informing workers of current wage rates, employee rights, and contact information for the Wisconsin Department of Workforce Development.
Where to obtain posters:
- Download from Wisconsin DWD Workplace Posters page: https://dwd.wisconsin.gov/dwd/workplace-posters/
- Wisconsin Minimum Wage Rates Poster (ERD-9247-P) available in English and Spanish
- Download poster packet containing all required Wisconsin workplace posters
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 accessible to all workers.
Compliance: Failure to display required posters may result in citations from the Wisconsin Department of Workforce Development. Employers must update posters when minimum wage rates change or when new poster versions are released.
Additional posters: Employers may also be required to display federal minimum wage posters from the U.S. Department of Labor and other workplace notices depending on their industry and workforce composition.
Frequently Asked Questions: Minimum Wage in Wisconsin 2026
What is the minimum wage in Wisconsin in 2026?
The minimum wage in Wisconsin is $7.25 per hour as of 2026. This rate has been in effect since July 24, 2009, and matches the federal minimum wage. Tipped employees may be paid $2.33 per hour in cash wages provided tips bring total compensation to at least $7.25 per hour.
When is the next minimum wage increase in Wisconsin?
No minimum wage increases are currently scheduled in Wisconsin. The rate will remain $7.25 per hour unless changed by future legislation enacted by the Wisconsin State Legislature. Wisconsin does not have automatic annual adjustments based on inflation or cost of living.
Does Wisconsin allow tip credit?
Yes, Wisconsin permits employers to take a tip credit for tipped employees. Employers may pay tipped employees a cash wage of $2.33 per hour, with up to $4.92 in tip credit, provided total compensation reaches $7.25 per hour. If tips do not bring the employee’s total compensation to $7.25 per hour, the employer must pay the difference.
Are there different minimum wages in different cities in Wisconsin?
No, Wisconsin maintains a uniform statewide minimum wage of $7.25 per hour. State law prohibits cities, villages, towns, and counties from enacting local minimum wage ordinances. The same rate applies throughout Wisconsin regardless of location.
Who is exempt from minimum wage in Wisconsin?
Common exemptions from Wisconsin minimum wage include executive, administrative, and professional employees meeting salary and duties tests, outside sales employees, certain government employees in specific roles, and properly classified independent contractors. Workers with disabilities may be paid subminimum wages under special licenses issued by the Wisconsin Department of Workforce Development.
What happens if an employer pays below minimum wage in Wisconsin?
Employers who pay below minimum wage face back wage liability for the difference between actual wages paid and required minimum wage, potential criminal penalties under Wisconsin law, and possible retaliation penalties if they take adverse action against employees who file complaints. Employees can file complaints with the Wisconsin Department of Workforce Development Equal Rights Division to recover unpaid wages.
Do small businesses have to pay minimum wage in Wisconsin?
Yes, all employers in Wisconsin must pay minimum wage regardless of size. Even businesses with one employee must comply with the $7.25 hourly rate under Wisconsin law. While some small employers may not be covered by federal FLSA, they are still subject to Wisconsin’s minimum wage requirements.
Is Wisconsin’s minimum wage higher than the federal minimum?
No, Wisconsin’s minimum wage of $7.25 equals the federal minimum wage of $7.25. State and federal requirements are identical for covered employers. Wisconsin has not established a state minimum wage higher than the federal floor.
How often does Wisconsin increase its minimum wage?
Wisconsin’s minimum wage is set by legislation and does not automatically adjust. The rate has remained at $7.25 per hour since 2009. Changes require new laws to be enacted by the Wisconsin State Legislature. No automatic annual increases based on inflation or other indexes are in effect.
Can employers pay less than minimum wage during training?
Wisconsin permits employers to pay an opportunity wage of $5.90 per hour to workers under age 20 during their first 90 consecutive calendar days of employment. After 90 days or when the worker turns 20, employers must pay the full $7.25 minimum wage. Wisconsin does not authorize general training wages for other employees.
How to file a minimum wage complaint in Wisconsin
Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Wisconsin Department of Workforce Development. Filing methods include:
- Online portal: File a Labor Standards Complaint
- Phone: (608) 266-3131
- Mail: Wisconsin Department of Workforce Development, Equal Rights Division, P.O. Box 7946, Madison, WI 53707
The Equal Rights Division will investigate the complaint and may recover unpaid wages on behalf of the employee. Wisconsin law prohibits employer retaliation against workers who file wage complaints or participate in investigations. Claims must be filed within two years of when wages were due.
Do remote workers in Wisconsin get the Wisconsin minimum wage?
Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Wisconsin are typically entitled to Wisconsin’s minimum wage of $7.25 per hour, even if their employer is based in another state. The location where work is performed, not the employer’s headquarters, determines which state’s minimum wage applies.
Information Verification Log
All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.
| Information Verification Log | ||
|---|---|---|
| Source | Last Verified | Full URL |
| Wisconsin Statutes – Chapter 104 | February 4, 2026 | https://docs.legis.wisconsin.gov/statutes/statutes/104 |
| Wisconsin Statute § 104.001 (Statewide uniformity) | February 4, 2026 | https://docs.legis.wisconsin.gov/statutes/statutes/104/001 |
| Wisconsin Statute § 104.035 (Minimum wage rates) | February 4, 2026 | https://docs.legis.wisconsin.gov/statutes/statutes/104/035 |
| Wisconsin Administrative Code DWD 272 | February 4, 2026 | https://docs.legis.wisconsin.gov/code/admin_code/dwd/270_279/272 |
| Wisconsin DWD – Minimum Wage Information | February 4, 2026 | https://dwd.wisconsin.gov/er/laborstandards/minimumwage.htm |
| Wisconsin DWD – Labor Standards | February 4, 2026 | https://dwd.wisconsin.gov/er/laborstandards/ |
| Wisconsin DWD – Complaint Filing | February 4, 2026 | https://dwd.wisconsin.gov/er/complaints/laborstandards.htm |
| Wisconsin DWD – Workplace Posters | February 4, 2026 | https://dwd.wisconsin.gov/dwd/workplace-posters/ |
| Fair Labor Standards Act (FLSA) | February 4, 2026 | https://www.dol.gov/agencies/whd/flsa |
| U.S. Department of Labor – Minimum Wage | February 4, 2026 | https://www.dol.gov/agencies/whd/minimum-wage |