Global Compliance Desk – United States Minimum Wage
United States Minimum Wage
Effective January 1, 2024, several states across the United States have increased the State Minimum Wage and there are few States that would increase the wage rates in the future.
Under the Fair Labor Standards Act (FLSA), the current federal minimum wage is $7.25 per hour, but the FLSA does not supersede state or local minimum wage laws that are more favorable to employees. Therefore, if a state or municipality has a minimum wage that is higher than the federal minimum, employers subject to the state or local minimum wage law are obligated to pay a higher rate to employees working there. When a state or local minimum wage is lower than the federal minimum wage, a more favorable rate should be paid to the employee if they are covered under both the FLSA and state/local law.
State-wise – Minimum Wage 2024
| State | Minimum Wage (Effective January 1, 2024) | Future Increase 2024 |
|---|---|---|
| Alabama | $7.25 | No State Minimum Wage – Federal Applies |
| Alaska | $11.73 | |
| Arizona | $14.35 | |
| Arkansas | $11.00 | |
| California | $16.00 | |
| Colorado | $14.42 | |
| Connecticut | $15.69 | |
| Delaware | $11.75 | |
| District of Columbia | $16.50 | |
| Florida | $11.00 | |
| Georgia*1 | $7.25 | |
| Hawaii | $14.00 | |
| Idaho | $7.25 | |
| Illinois | $13.00 | |
| Indiana | $7.25 | |
| Iowa | $7.25 | |
| Kansas | $7.25 | |
| Kentucky | $7.25 | |
| Louisiana | $7.25 | No State Minimum Wage – Federal Applies |
| Maine | $14.15 | |
| Maryland | $15.00 | |
| Massachusetts | $15.00 | |
| Michigan | $10.33 | |
| Minnesota | $10.85 | |
| Mississippi | $7.25 | No State Minimum Wage – Federal Applies |
| Missouri | $12.30 | |
| Montana | $10.30 | |
| Nebraska | $12.00 | |
| Nevada | $9.50 rate is for Nevada employees who are offered health insurance. $10.50 rate is for Nevada employees who are not offered health insurance. | |
| New Hampshire | $7.25 | No State Minimum Wage – Federal Applies |
| New Jersey | $15.53 | |
| New Mexico | $12.00 | |
| New York**2 | $16.00 | TBD |
| North Carolina | $7.25 | |
| North Dakota | $7.25 | |
| Ohio | $10.45 | |
| Oklahoma | $7.25 | |
| Oregon | $14.20 | |
| Pennsylvania | $7.25 | |
| Puerto Rico | $9.50 | |
| Rhode Island | $14.00 | |
| South Carolina | $7.25 | No State Minimum Wage – Federal Applies |
| South Dakota | $11.20 | |
| Tennessee | $7.25 | No State Minimum Wage – Federal Applies |
| Texas | $7.25 | |
| Utah | $7.25 | |
| Vermont | $13.67 | |
| Virginia | $12.00 | |
| Washington | $16.28 | |
| West Virginia | $8.75 | |
| Wisconsin | $7.25 | |
| Wyoming | $7.25 |
- The Georgia state minimum wage is $5.15. Employees covered under the federal Fair Labor Standards Act are subject to the federal minimum wage of $7.25, but those not covered under the FLSA may be paid the state minimum wage of $5.15.
- New York statewide minimum wages apply in areas that are not governed by a higher, local minimum wage ordinance. New York City and Portland Metro are examples of areas that have local minimum wage rates that exceed the statewide minimum.
Cities and Counties Minimum Wage 2024
| State | City/County | Minimum Wage (Effective January 1, 2024) | Anticipated Change |
|---|---|---|---|
| Arizona | Flagstaff | $17.40 | |
| California | Berkeley | $18.07 | |
| Cupertino | $17.75 | ||
| El Cerrito | $17.92 | ||
| Emeryville | $18.67 | ||
| Los Altos | $17.75 | ||
| Los Angeles | $16.78 | ||
| (26 or more employees) | |||
| Los Angeles | $16.90 | ||
| (25 or fewer employees) | |||
| Malibu | $16.90 | ||
| (26 or more employees) | |||
| Malibu | $16.90 | ||
| (25 or fewer employees) | |||
| Milpitas | $17.20 | ||
| Mountain View | $18.75 | ||
| Oakland | $16.50 | ||
| Palo Alto | $17.00 | ||
| Pasadena | $16.93 | ||
| (26 or more employees) | |||
| Pasadena (25 or less) | $16.93 | ||
| Redwood | $17.70 | ||
| Richmond | $16.17 | ||
| Sacramento | $13.00 | ||
| (101 or more employees) | |||
| Sacramento | $13.00 | ||
| (100 fewer employees) | |||
| San Diego | $16.85 | ||
| San Francisco | $18.07 | ||
| San Jose | $17.55 | ||
| San Leandro | $15.00 | ||
| San Mateo | $16.75 | ||
| Santa Clara | $17.20 | ||
| Santa Monica | $16.90 | ||
| (26 or more employees) | |||
| Santa Monica (25 or less) | $16.90 | ||
| Sunnyvale | $18.55 | ||
| Illinois | Chicago | $15.80 | |
| Cook County | $14.00 | ||
| Iowa | Johnson County | $12.25 | |
| Linn City | $10.25 | ||
| Polk City | $10.75 | ||
| Wapello | $10.10 | ||
| Kentucky | Lexington | $10.10 | |
| Louisville | $9.00 | ||
| Maine | Portland | $15.00 | |
| Maryland | Montgomery County | $15.00 | |
| (50 or fewer employees) | |||
| Montgomery County | $16.70 | ||
| (51 or more employees) | |||
| Montgomery County (10 or less) | $14.50 | ||
| Prince George’s County | $11.75 | ||
| Minnesota | Minneapolis | $15.57 | |
| (More than 100 Employees)) | |||
| Minneapolis | $14.52 | ||
| (100 or Fewer Employees) | |||
| Saint Paul |
$15.57 (very large) $15.00 (large empl.) $13.00 (small empl.) |
|
|
| Albuquerque (without benefits) | $12.00 | ||
| Albuquerque | $12.00 | ||
| (with benefits) | |||
| Bernalillo County | $12.00 | ||
| Las Cruces | $12.00 | ||
| New York | Long Island & Westchester Counties | $16.00 | |
| New York City | $16.00 | ||
| (11 or more employees) | |||
| New York City | $15.00 | ||
| (10 or fewer employees) | |||
| All Other New York Cities | $15.00 | ||
| Oregon | Non-Urban Counties | $13.20 | |
| Portland | $15.45 | ||
| Washington | Seattle (501 or more | $19.97/hour | |
| employees) | |||
| Seattle (500 or less |
$19.97/hour |
||
| employees) | |||
| Seattle (500 or less | $19.97/hour | ||
| employees, without benefits) | |||
| Seattle (500 or less | $17.25/hour | ||
| employees, with benefits) | |||
| Seatac | $19.71 | ||
| Tacoma | $13.50 |
Disclaimer: The material provided above is for informational purposes only and is subject to change. We endeavor to keep all material up-to-date and correct but make no representations about the information's completeness, accuracy, or reliability. Laws vary by jurisdiction and are subject to change and interpretation based on individual factors that may differ between organizations. The material is not meant to constitute legal advice and we suggest you seek the advice of legal counsel in connection with any of the information presented.
