Minimum Wage by State 2026: Complete Table for US Employers
Current minimum wage rates for all 50 states and DC as of 2026. Includes scheduled increases, tipped employee rates, and key compliance notes for employers.
The federal minimum wage remains $7.25/hour — unchanged since 2009. But 30+ states and dozens of cities have higher minimums that employers must follow. This table covers the current state minimum wage rates for 2026, along with notes on upcoming increases.
The Federal Floor
The Fair Labor Standards Act (FLSA) sets a federal minimum wage of $7.25/hour. States, counties, and cities may set higher minimums, and the higher rate always applies. If your state minimum is $15.00/hr, you must pay at least $15.00 — the federal $7.25 is irrelevant.
The federal rate has been $7.25 since July 24, 2009, making it the longest period without an increase since the federal minimum wage was established in 1938.
2026 State Minimum Wage Table
| State | Rate (2026) | Notes |
|---|---|---|
| Alabama | $7.25 | No state law; federal applies |
| Alaska | $11.73 | Tied to CPI, adjusted annually |
| Arizona | $14.70 | Annual CPI adjustment |
| Arkansas | $11.00 | — |
| California | $16.50 | Fast food workers: $20.00 |
| Colorado | $14.81 | Annual CPI adjustment |
| Connecticut | $16.35 | — |
| Delaware | $15.00 | — |
| Florida | $14.00 | Rising to $15 in 2026 (verify) |
| Georgia | $5.15 state; $7.25 federal applies | — |
| Hawaii | $14.00 | — |
| Idaho | $7.25 | Federal applies |
| Illinois | $15.00 | — |
| Indiana | $7.25 | Federal applies |
| Iowa | $7.25 | Federal applies |
| Kansas | $7.25 | Federal applies |
| Kentucky | $7.25 | Federal applies |
| Louisiana | $7.25 | No state law; federal applies |
| Maine | $14.65 | Annual CPI adjustment |
| Maryland | $15.00 | — |
| Massachusetts | $15.00 | — |
| Michigan | $12.48 | — |
| Minnesota | $11.13 | — |
| Mississippi | $7.25 | No state law; federal applies |
| Missouri | $13.75 | Annual CPI adjustment |
| Montana | $10.55 | Annual CPI adjustment |
| Nebraska | $13.50 | — |
| Nevada | $12.00 | — |
| New Hampshire | $7.25 | Federal applies |
| New Jersey | $15.49 | Annual CPI adjustment |
| New Mexico | $12.00 | — |
| New York | $15.50 | NYC: $16.00+ |
| North Carolina | $7.25 | Federal applies |
| North Dakota | $7.25 | Federal applies |
| Ohio | $10.70 | Annual CPI adjustment |
| Oklahoma | $7.25 | Federal applies |
| Oregon | $14.70 | Regional variation |
| Pennsylvania | $7.25 | Federal applies |
| Rhode Island | $15.00 | — |
| South Carolina | $7.25 | No state law; federal applies |
| South Dakota | $11.60 | Annual CPI adjustment |
| Tennessee | $7.25 | No state law; federal applies |
| Texas | $7.25 | Federal applies |
| Utah | $7.25 | Federal applies |
| Vermont | $14.01 | Annual CPI adjustment |
| Virginia | $12.41 | — |
| Washington | $16.66 | Annual CPI adjustment |
| West Virginia | $8.75 | — |
| Wisconsin | $7.25 | Federal applies |
| Wyoming | $5.15 state; $7.25 federal applies | — |
Important: Rates above reflect our best available data as of the publication date. Minimums subject to CPI adjustment change each January 1. Always verify with your state's Department of Labor before making payroll decisions.
Local Minimums
Many cities and counties have set minimums higher than their state. Notable examples:
- Seattle, WA: $19.97/hr (large employers)
- New York City, NY: $16.50+/hr
- San Francisco, CA: $18.67/hr
- Denver, CO: $18.81/hr
- Chicago, IL: $16.20/hr
If your employees work in a city with a higher minimum, you must pay the city rate.
Minimum Wage and Overtime
The minimum wage matters for overtime in two specific ways:
1. Regular rate floor. The FLSA requires that the regular rate of pay (total weekly compensation ÷ total hours worked) must equal or exceed the applicable minimum wage. If a salaried employee works many hours in a week and their effective hourly rate falls below the minimum, the employer must make up the difference.
2. Fluctuating workweek minimum. Under the FWW method (29 CFR §778.114), the regular rate must meet or exceed minimum wage every week. In high-hour weeks with a modest salary, employers using FWW must check this weekly.
Our FLSA Overtime Calculator and Fluctuating Workweek Calculator both check the regular rate against the applicable state minimum wage when you select a state.
Tipped Employees
Under federal law, employers may pay tipped employees a cash wage as low as $2.13/hr — but only if tips bring the total to at least $7.25/hr. If they don't, the employer must make up the difference. Many states have eliminated the tip credit entirely and require full minimum wage regardless of tips.
States with no tip credit (must pay full minimum wage to tipped employees): California, Alaska, Minnesota, Montana, Nevada, Oregon, and Washington.
Use our Tip Credit Calculator to check whether a tipped employee's cash wage plus tips meets the applicable minimum wage, and how much an employer must make up if it falls short.
Staying Compliant
Minimum wage violations are strict liability under the FLSA — good faith is not a defense. Recommended practices:
- Set a calendar reminder for January 1 each year to check for state minimum wage increases
- If operating in multiple states, maintain a state-by-state minimum wage tracker
- When using the FWW method, run a weekly minimum wage check
- Keep payroll records for at least 3 years (FLSA requirement)
Sources
- U.S. DOL — Minimum Wage Laws in the States
- U.S. DOL — Federal Minimum Wage
- 29 CFR §531 — Wage payments under the FLSA (tipped employees)
Try our free calculators
Verify the numbers for your specific situation — built on the same DOL sources cited above.
Related reading
- California Overtime Rules vs. Federal FLSA: What Employers Need to KnowCalifornia requires daily overtime after 8 hours, double time after 12, and seventh-day premiums. How CA rules differ from the federal FLSA.
- 8 Common FLSA Violations — and How to Avoid ThemThe eight FLSA violations DOL audits find most often — misclassification, off-the-clock work, improper deductions — and how to prevent each.
- How Non-Discretionary Bonuses Affect Overtime PayWhen a bonus must be included in the regular rate, and how to calculate the extra overtime premium owed. Covers 29 CFR §778.208–§778.210.
Not legal advice. This article is for informational purposes only. Compliance obligations depend on employer-specific facts, collective bargaining agreements, and applicable jurisdictions. Consult qualified counsel before acting on any information here.