USA Minimum Wages

USA Minimum Wages (updated January 4, 2022)

States Previous MW (per hour) Current MW (per hour)
Federal $7.25 $7.25
Alaska $10.34 $10.34
Arizona $ 12.15 $12.80 (effective January 1, 2022)

Tucson: Ballot initiative approved November 2, 2021:

$13.00 (effective April 1, 2022)

$13.50 (effective January 1, 2023)

$14.25 (effective January 1, 2024)

$15.00 (effective January 1, 2025)

Arkansas $11.00 $11.00
California $13.00 (employer with 25 employees or less)

$14.00 (employer with 26 employee or more)

Oakland: $14.36

San Diego: $14.00

San Jose: $15.45

 

Employers with 26 or more employees: $15.00(effective January 1, 2022)

Employers with 25 or fewer employees: $14.00 (effective January 1, 2022) and $15.00 (effective January 1, 2023)

Oakland: $15.06 (effective January 1, 2022)

San Diego: $15.00 (effective January 1, 2022)

San Jose: $16.20 (effective January 1, 2022)

West Hollywood: New legislation passed November 15, 2021:

Employers with 50 or more employees:

$15.50 (effective January 1, 2022)

$16.50 (effective July 1, 2022)

$17.50 (effective January 1, 2023)

Employers with 49 or fewer employees:

$15.00 (effective January 1, 2022)

$16.00 (effective July 1, 2022)

$17.00 (effective January 1, 2023)

Connecticut $12.00 (September 1, 2020)
$13.00 (August 1, 2021)
$14.00 (effective July 1, 2022)

$15.00 (effective June 1, 2023)

Colorado $12.32 $12.56 (effective January 1, 2022)
Delaware $9.25 $10.50 (effective January 1, 2022)

$11.75 (effective January 1, 2023)

$13.25 (effective January 1, 2024)

$15.00 (effective January 1, 2025)

Training and Youth Minimum Wage Rate*: $8.75 (current)

*Eliminated effective December 29, 2021.

Florida $8.65 $10.00 (current as of September 30, 2021)

$11.00 (effective September 30, 2022)

$12.00 (effective September 30, 2023)

$13.00 (effective September 30, 2024)

$14.00 (effective September 30, 2025)

$15.00 (effective September 30, 2026)

Georgia $5.15
Note: Georgia’s law sets minimum wage as $5.15 per hour. However, the federal minimum wage of $7.25 still applies to most jobs. But those that are not covered under the Fair Labor Standards Act may pay the lower rate.
$5.15
Hawaii $10.10 $10.10
Idaho $7.25 $7.25
Illinois $11.00 (January 1, 2021) $12.00 (effective January 1, 2022)

$13.00 (effective January 1, 2023)

$14.00 (effective January 1, 2024)

$15.00 (effective January 1, 2025)

Chicago: Employers with 21 or more total employees: $15.00 (current as of July 1, 2021)

Employers with 4-20 total employees: $14.00 (current as of July 1, 2021)

$14.50 (effective July 1, 2022)

$15.00 (effective July 1, 2023)

Cook County: $13.00 (current) (no change)

Indiana $ 7.25 $ 7.25
Iowa $7.25 $7.25
Kansas $7.25 $7.25
Kentucky $7.25 $7.25
Louisiana No state law governing minimum wage. Federal Law Minimum wage applicable
$7.25
No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
Maine $12.15

Portland: $12.15

$12.75 (effective January 1, 2022)

Portland: $13.00 (effective January 1, 2022)

 

Maryland $11.75 (non-exempt Maryland workers who work for employers with more than 14 employees)
$11.60 (non-exempt Maryland workers who work for employers with 14 or fewer employees)
Employers with 15 or more employees:

$12.50 (effective January 1, 2022)

$13.25 (effective January 1, 2023)

$14.00 (effective January 1, 2024)

$15.00 (effective January 1, 2025)

Employers with 14 or fewer employees:

$12.20 (effective January 1, 2022)

$12.80 (effective January 1, 2023)

$13.40 (effective January 1, 2024)

$14.00 (effective January 1, 2025)

$14.60 (effective January 1, 2026)

$15.00 (effective July 1, 2026)

Montgomery County: Employers with 51 or more employees:

$15.00 (current as of July 1, 2021)

Employers with 11-50 employees:

$14.00 (current as of July 1, 2021)

$14.50 (effective July 1, 2022)

$15.00 (effective July 1, 2023)

Employers with 10 or fewer employees:

$13.50 (current as of July 1, 2021)

$14.00 (effective July 1, 2022)

$14.50 (effective July 1, 2023)

$15.00 (effective July 1, 2024)

Massachusetts $13.50 $14.25 (effective January 1, 2022)

$15.00 (effective January 1, 2023)

Michigan $9.65 $9.87 (effective January 1, 2022)
Minnesota $10.08 (Large employer- annual gross revenues of $500,000 or more)
$8.21 (small employer- annual gross revenues of less than $500,000)

Minneapolis:

Large employers (more than 100 total employees): $14.25 (current as of July 1, 2021)

Small employers (100 or fewer total employees): $12.50 (current as of July 1, 2021)

Large employers (annual gross revenues of $500,000 or more): $10.33 (effective January 1, 2022)

Small employers (annual gross revenues of less than $500,000): $8.42 (effective January 1, 2022)

 

Minneapolis:

Large employers (more than 100 total employees): $15.00 (effective July 1, 2022)

Small employers (100 or fewer total employees): $13.50 (effective July 1, 2022)

$14.50 (effective July 1, 2023)

Mississippi No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
Missouri $10.30 $11.15 (effective January 1, 2022)

$12.00 (effective January 1, 2023)

Montana $8.75 $9.20 (effective January 1, 2022)
Nebraska $9.00 Applicable to employers of 4 or more employees Basic Minimum Rate (per hour): $9.00
Nevada $8.75 (for employees with employer-offered qualifying health benefits)
$9.75 (for all other employees)
Employers offering qualified health insurance benefits: $9.50 (effective July 1, 2022) $10.25 (effective July 1, 2023) $11.00 (effective July 1, 2024)

Employers that do not offer qualified health insurance benefits: $10.50 (effective July 1, 2022) $11.25 (effective July 1, 2023) $12.00 (effective July 1, 2024)

New Hampshire $7.25 $7.25
New Jersey $12.00 Employers with six or more employees:
$13.00 (effective January 1, 2022) $14.00 (effective January 1, 2023) $15.00 (effective January 1, 2024)

Employers with five or fewer employees and seasonal employers: $11.10 (current) $11.90 (effective January 1, 2022) $12.70 (effective January 1, 2023) $13.50 (effective January 1, 2024) $14.30 (effective January 1, 2025) $15.00 (effective January 1, 2026)

 

New Mexico $10.50 $11.50 (effective January 1, 2022)

$12.00 (effective January 1, 2023)

Santa Fe (city): $12.32 (current)*

*March 2022 increase expected.

Santa Fe (county-unincorporated area only):
$12.32 (current)*

*March 2022 increase expected.

 

New York $14.00(employer in Long Island & Westchester)
$12.50 (remainder of New York state workers)

$15.00 (New York City- Small employer)

$15.00 (New York City- Big employer, i.e., every employer with 11 or more employees)

Statewide (outside NYC and counties below):
$12.50 (current) $13.20 (effective December 31, 2021)

Nassau, Suffolk, and Westchester Counties:
$14.00 (current) $15.00 (effective December 31, 2021)

 

North Carolina $7.25 $7.25
North Dakota $7.25 $7.25
Ohio $8.80 $9.30 (effective January 1, 2022)

Small employers (annual gross receipts of less than $323,000* per year):
$7.25(current)

*As of January 1, 2022, this threshold increases to $342,000.

Oklahoma $7.25 $7.25
Oregon $12.75 Standard Counties (effective July 01, 2021)
$14.00 Portland Metro (effective July 01, 2021)
Standard minimum wage rate:
$13.50 (effective July 1, 2022)

Portland metro employers (i.e., employers located within the “urban growth boundary of a metropolitan service district”):
$14.00 (current as of July 1, 2021), $14.75 (effective July 1, 2022)

Employers in nonurban counties (as defined by the law): $12.00 (current as of July 1, 2021)

$12.50 (effective July 1, 2022)

 

Pennsylvania $7.25 $7.25
Puerto Rico $6.55
Note: Puerto Rico law sets minimum wage as $6.55 per hour. However, the federal minimum wage of $7.25 still applies to most jobs. But those that are not covered under the Fair Labor Standards Act may pay the lower rate.
Employees covered by the FLSA

Basic Minimum Rate (per hour): $8.50

Premium Pay After Designated Hours: Daily – 8, And on statutory rest day (double time), Weekly – 40 (double time)

Employees not covered by the FLSA

Basic Minimum Rate (per hour): $5.08

Premium Pay After Designated Hours: Daily – 8, And on statutory rest day (double time), Weekly – 40 (double time)

 

Rhode Island $11.50 $12.25 (effective January 1, 2022)

$13.00 (effective January 1, 2023)

$14.00 (effective January 1, 2024)

$15.00 (effective January 1, 2025)

South Carolina No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
South Dakota $9.45 $9.95 (effective January 1, 2022)
Tennessee No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
No state law governing minimum wage.
Federal Law Minimum wage applicable
$7.25
Texas $7.25 $7.25
Utah $7.25 $7.25
Vermont $11.75 per hour $12.55 (effective January 1, 2022)
Virginia $9.50 – Effective May 1, 2021;

$11.00- Effective January 1, 2022;

$12.00- Effective January 1, 2023;

$13.50- Effective January 1, 2025

$15.00- Effective January 1, 2026

$11.00 (effective January 1, 2022)

$12.00 (effective January 1, 2023)

$13.50 (effective January 1, 2025) *

$15.00 (effective January 1, 2026) *

*If reenacted by General Assembly before July 1, 2024.

Washington $13.69 $14.49 (effective January 1, 2022)

SeaTac:
$16.57 (current)

$17.53 (effective January 1, 2022)

Applies to “Hospitality and Transportation Industry Employers.”

Seattle:
Large employers (more than 500 employees worldwide), regardless of payments toward an employee’s medical benefits:
$16.69 (current)

$17.27 (effective January 1, 2022)

Small employers (500 or fewer employees worldwide) who do not contribute at least $1.69* per hour toward an individual employee’s medical benefits or in tips:
$16.69 (current)

$17.27 (effective January 1, 2022)

Small employers (500 or fewer employees worldwide) who do pay at least $1.69* per hour toward an individual employee’s medical benefits or in tips:
$15.00 (current)

$15.75 (effective January 1, 2022)

*This threshold decreases to $1.52 effective January 1, 2022.

West Virginia $8.75 $8.75
Wisconsin $7.25 $7.25
Wyoming $ 7.25 $ 7.25

 


*Tanvi Singh, Editorial Assistant has reported this brief.

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