{"id":259511,"date":"2022-01-04T18:30:59","date_gmt":"2022-01-04T13:00:59","guid":{"rendered":"https:\/\/www.scconline.com\/blog\/?p=259511"},"modified":"2022-01-04T17:43:24","modified_gmt":"2022-01-04T12:13:24","slug":"usa-minimum-wages","status":"publish","type":"post","link":"https:\/\/www.scconline.com\/blog\/post\/2022\/01\/04\/usa-minimum-wages\/","title":{"rendered":"USA Minimum Wages"},"content":{"rendered":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
\n

USA Minimum Wages (updated January 4, 2022)<\/strong><\/span><\/h4>\n<\/td>\n<\/tr>\n

States<\/strong><\/td>\nPrevious MW (per hour)<\/strong><\/td>\nCurrent MW (per hour)<\/strong><\/td>\n<\/tr>\n
Federal<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Alaska<\/strong><\/td>\n$10.34<\/td>\n$10.34<\/td>\n<\/tr>\n
Arizona<\/strong><\/td>\n$ 12.15<\/td>\n$12.80 (effective January 1, 2022)<\/p>\n

Tucson: <\/strong>Ballot initiative approved November 2, 2021:<\/p>\n

$13.00 (effective April 1, 2022)<\/p>\n

$13.50 (effective January 1, 2023)<\/p>\n

$14.25 (effective January 1, 2024)<\/p>\n

$15.00 (effective January 1, 2025)<\/td>\n<\/tr>\n

Arkansas<\/strong><\/td>\n$11.00<\/td>\n$11.00<\/td>\n<\/tr>\n
California<\/strong><\/td>\n$13.00 (employer with 25 employees or less)<\/p>\n

$14.00 (employer with 26 employee or more)<\/p>\n

Oakland:<\/strong> $14.36<\/p>\n

San Diego:<\/strong> $14.00<\/p>\n

San Jose:<\/strong> $15.45<\/p>\n

 <\/td>\n

Employers with 26 or more employees: $15.00(effective January 1, 2022)<\/p>\n

Employers with 25 or fewer employees: $14.00 (effective January 1, 2022) and $15.00 (effective January 1, 2023)<\/p>\n

Oakland:<\/strong> $15.06 (effective January 1, 2022)<\/p>\n

San Diego:<\/strong> $15.00 (effective January 1, 2022)<\/p>\n

San Jose<\/strong>: $16.20 (effective January 1, 2022)<\/p>\n

West Hollywood: <\/strong>New legislation passed November 15, 2021:<\/p>\n

Employers with 50 or more employees:<\/p>\n

$15.50 (effective January 1, 2022)<\/p>\n

$16.50 (effective July 1, 2022)<\/p>\n

$17.50 (effective January 1, 2023)<\/p>\n

Employers with 49 or fewer employees:<\/p>\n

$15.00 (effective January 1, 2022)<\/p>\n

$16.00 (effective July 1, 2022)<\/p>\n

$17.00 (effective January 1, 2023)<\/td>\n<\/tr>\n

Connecticut<\/strong><\/td>\n$12.00 (September 1, 2020)
\n$13.00 (August 1, 2021)<\/td>\n		$14.00 (effective July 1, 2022)<\/p>\n

$15.00 (effective June 1, 2023)<\/td>\n<\/tr>\n

Colorado<\/strong><\/td>\n$12.32<\/td>\n$12.56 (effective January 1, 2022)<\/td>\n<\/tr>\n
Delaware<\/strong><\/td>\n$9.25<\/td>\n$10.50 (effective January 1, 2022)<\/p>\n

$11.75 (effective January 1, 2023)<\/p>\n

$13.25 (effective January 1, 2024)<\/p>\n

$15.00 (effective January 1, 2025)<\/p>\n

Training and Youth Minimum Wage Rate*: $8.75 (current)<\/p>\n

*Eliminated effective December 29, 2021.<\/td>\n<\/tr>\n

Florida<\/strong><\/td>\n$8.65<\/td>\n$10.00 (current as of September 30, 2021)<\/p>\n

$11.00 (effective September 30, 2022)<\/p>\n

$12.00 (effective September 30, 2023)<\/p>\n

$13.00 (effective September 30, 2024)<\/p>\n

$14.00 (effective September 30, 2025)<\/p>\n

$15.00 (effective September 30, 2026)<\/td>\n<\/tr>\n

Georgia<\/strong><\/td>\n$5.15
\nNote: Georgia\u2019s 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.<\/td>\n		$5.15<\/td>\n<\/tr>\n
Hawaii<\/strong><\/td>\n$10.10<\/td>\n$10.10<\/td>\n<\/tr>\n
Idaho<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Illinois<\/strong><\/td>\n$11.00 (January 1, 2021)<\/td>\n$12.00 (effective January 1, 2022)<\/p>\n

$13.00 (effective January 1, 2023)<\/p>\n

$14.00 (effective January 1, 2024)<\/p>\n

$15.00 (effective January 1, 2025)<\/p>\n

Chicago: <\/strong>Employers with 21 or more total employees: $15.00 (current as of July 1, 2021)<\/p>\n

Employers with 4-20 total employees: $14.00 (current as of July 1, 2021)<\/p>\n

$14.50 (effective July 1, 2022)<\/p>\n

$15.00 (effective July 1, 2023)<\/p>\n

Cook County: <\/strong>$13.00 (current) (no change)<\/td>\n<\/tr>\n

Indiana<\/strong><\/td>\n$ 7.25<\/td>\n$ 7.25<\/td>\n<\/tr>\n
Iowa<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Kansas<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Kentucky<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Louisiana<\/strong><\/td>\nNo state law governing minimum wage. Federal Law Minimum wage applicable
\n$7.25<\/td>\n		No state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n<\/tr>\n
Maine<\/strong><\/td>\n$12.15<\/p>\n

Portland: <\/strong>$12.15<\/td>\n

$12.75 (effective January 1, 2022)<\/p>\n

Portland: <\/strong>$13.00 (effective January 1, 2022)<\/p>\n

 <\/td>\n<\/tr>\n

Maryland<\/strong><\/td>\n$11.75 (non-exempt Maryland workers who work for employers with more than 14 employees)
\n$11.60 (non-exempt Maryland workers who work for employers with 14 or fewer employees)<\/td>\n		Employers with 15 or more employees: <\/strong><\/p>\n

$12.50 (effective January 1, 2022)<\/p>\n

$13.25 (effective January 1, 2023)<\/p>\n

$14.00 (effective January 1, 2024)<\/p>\n

$15.00 (effective January 1, 2025)<\/p>\n

Employers with 14 or fewer employees:<\/strong><\/p>\n

$12.20 (effective January 1, 2022)<\/p>\n

$12.80 (effective January 1, 2023)<\/p>\n

$13.40 (effective January 1, 2024)<\/p>\n

$14.00 (effective January 1, 2025)<\/p>\n

$14.60 (effective January 1, 2026)<\/p>\n

$15.00 (effective July 1, 2026)<\/p>\n

Montgomery County: Employers with 51 or more employees:<\/strong><\/p>\n

$15.00 (current as of July 1, 2021)<\/p>\n

Employers with 11-50 employees:<\/strong><\/p>\n

$14.00 (current as of July 1, 2021)<\/p>\n

$14.50 (effective July 1, 2022)<\/p>\n

$15.00 (effective July 1, 2023)<\/p>\n

Employers with 10 or fewer employees:<\/strong><\/p>\n

$13.50 (current as of July 1, 2021)<\/p>\n

$14.00 (effective July 1, 2022)<\/p>\n

$14.50 (effective July 1, 2023)<\/p>\n

$15.00 (effective July 1, 2024)<\/td>\n<\/tr>\n

Massachusetts<\/strong><\/td>\n$13.50<\/td>\n$14.25 (effective January 1, 2022)<\/p>\n

$15.00 (effective January 1, 2023)<\/td>\n<\/tr>\n

Michigan<\/strong><\/td>\n$9.65<\/td>\n$9.87 (effective January 1, 2022)<\/td>\n<\/tr>\n
Minnesota<\/strong><\/td>\n$10.08 (Large employer- annual gross revenues of $500,000 or more)
\n$8.21 (small employer- annual gross revenues of less than $500,000)<\/p>\n

Minneapolis:<\/strong><\/p>\n

Large employers (more than 100 total employees): <\/strong>$14.25 (current as of July 1, 2021)<\/p>\n

Small employers (100 or fewer total employees): <\/strong>$12.50 (current as of July 1, 2021)<\/td>\n

Large employers (annual gross revenues of $500,000 or more):<\/strong> $10.33 (effective January 1, 2022)<\/p>\n

Small employers (annual gross revenues of less than $500,000): <\/strong>$8.42 (effective January 1, 2022)<\/p>\n

 <\/p>\n

Minneapolis:<\/strong><\/p>\n

Large employers (more than 100 total employees): <\/strong>$15.00 (effective July 1, 2022)<\/p>\n

Small employers (100 or fewer total employees):<\/strong> $13.50 (effective July 1, 2022)<\/p>\n

$14.50 (effective July 1, 2023)<\/td>\n<\/tr>\n

Mississippi<\/strong><\/td>\nNo state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n		No state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n<\/tr>\n
Missouri<\/strong><\/td>\n$10.30<\/td>\n$11.15 (effective January 1, 2022)<\/p>\n

$12.00 (effective January 1, 2023)<\/td>\n<\/tr>\n

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

Employers that do not offer qualified health insurance benefits: <\/strong>$10.50 (effective July 1, 2022) $11.25 (effective July 1, 2023) $12.00 (effective July 1, 2024)<\/td>\n<\/tr>\n

New Hampshire<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
New Jersey<\/strong><\/td>\n$12.00<\/td>\nEmployers with six or more employees<\/strong>:
\n$13.00 (effective January 1, 2022) <\/strong>$14.00 (effective January 1, 2023) $15.00 (effective January 1, 2024)<\/p>\n

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

 <\/td>\n<\/tr>\n

New Mexico<\/strong><\/td>\n$10.50<\/td>\n$11.50 (effective January 1, 2022)<\/strong><\/p>\n

$12.00 (effective January 1, 2023)<\/p>\n

Santa Fe (city): <\/strong>$12.32 (current)*<\/p>\n

*March 2022 increase expected.<\/em><\/p>\n

Santa Fe (county-unincorporated area only):<\/strong>
\n$12.32 (current)*<\/p>\n

*March 2022 increase expected.<\/em><\/p>\n

 <\/td>\n<\/tr>\n

New York<\/strong><\/td>\n$14.00(employer in Long Island & Westchester)
\n$12.50 (remainder of New York state workers)<\/p>\n

$15.00 (New York City- Small employer)<\/p>\n

$15.00 (New York City- Big employer, i.e., every employer with 11 or more employees)<\/td>\n

Statewide (outside NYC and counties below)<\/strong>:
\n$12.50 (current) $13.20 (effective<\/strong>\u00a0December 31, 2021)<\/p>\n

Nassau, Suffolk, and Westchester Counties<\/strong>:
\n$14.00 (current) $15.00 (effective<\/strong>\u00a0December 31, 2021)<\/p>\n

 <\/td>\n<\/tr>\n

North Carolina<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
North Dakota<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Ohio<\/strong><\/td>\n$8.80<\/td>\n$9.30 (effective January 1, 2022)<\/strong><\/p>\n

Small employers<\/strong>\u00a0(annual gross receipts of less than $323,000* per year):
\n$7.25(current)<\/p>\n

*As of\u00a0January 1, 2022<\/strong>, this threshold increases to\u00a0$342,000<\/strong>.<\/td>\n<\/tr>\n

Oklahoma<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Oregon<\/strong><\/td>\n$12.75 Standard Counties (effective July 01, 2021)
\n$14.00 Portland Metro (effective July 01, 2021)<\/td>\n		Standard minimum wage rate<\/strong>:
\n$13.50 (effective July 1, 2022)<\/p>\n

Portland metro employers<\/strong>\u00a0(i.e., employers located within the “urban growth boundary of a metropolitan service district”<\/em>):
\n$14.00 (current as of July 1, 2021), $14.75 (effective July 1, 2022)<\/p>\n

Employers in nonurban counties<\/strong>\u00a0(as defined by the law<\/em>): $12.00 (current as of July 1, 2021)<\/p>\n

$12.50 (effective July 1, 2022)<\/p>\n

 <\/td>\n<\/tr>\n

Pennsylvania<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Puerto Rico<\/strong><\/td>\n$6.55
\nNote: 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.<\/td>\n		Employees covered by the FLSA<\/strong><\/p>\n

Basic Minimum Rate (per hour): $8.50<\/p>\n

Premium Pay After Designated Hours:\u00a0<\/strong>Daily – 8, And on statutory rest day (double time), Weekly – 40 (double time)<\/p>\n

Employees not covered by the FLSA<\/strong><\/p>\n

Basic Minimum Rate (per hour): $5.08<\/p>\n

Premium Pay After Designated Hours:\u00a0<\/strong>Daily – 8, And on statutory rest day (double time), Weekly – 40 (double time)<\/p>\n

 <\/td>\n<\/tr>\n

Rhode Island<\/strong><\/td>\n$11.50<\/td>\n$12.25 (effective January 1, 2022)<\/strong><\/p>\n

$13.00 (effective January 1, 2023)<\/p>\n

$14.00 (effective January 1, 2024)<\/p>\n

$15.00 (effective January 1, 2025)<\/td>\n<\/tr>\n

South Carolina<\/strong><\/td>\nNo state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n		No state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n<\/tr>\n
South Dakota<\/strong><\/td>\n$9.45<\/td>\n$9.95 (effective January 1, 2022)<\/td>\n<\/tr>\n
Tennessee<\/strong><\/td>\nNo state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n		No state law governing minimum wage.
\nFederal Law Minimum wage applicable
\n$7.25<\/td>\n<\/tr>\n
Texas<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Utah<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Vermont<\/strong><\/td>\n$11.75 per hour<\/td>\n$12.55 (effective January 1, 2022)<\/td>\n<\/tr>\n
Virginia<\/strong><\/td>\n$9.50 \u2013 Effective May 1, 2021;<\/p>\n

$11.00- Effective January 1, 2022;<\/p>\n

$12.00- Effective January 1, 2023;<\/p>\n

$13.50- Effective January 1, 2025<\/p>\n

$15.00- Effective January 1, 2026<\/td>\n

$11.00 (effective January 1, 2022)<\/p>\n

$12.00 (effective January 1, 2023)<\/p>\n

$13.50 (effective January 1, 2025) *<\/p>\n

$15.00 (effective January 1, 2026) *<\/p>\n

*If reenacted by General Assembly before July 1, 2024.<\/td>\n<\/tr>\n

Washington<\/strong><\/td>\n$13.69<\/td>\n$14.49 (effective January 1, 2022)<\/strong><\/p>\n

SeaTac<\/strong>:
\n<\/strong>$16.57 (current)<\/p>\n

$17.53 (effective January 1, 2022)<\/strong><\/p>\n

Applies to “Hospitality and Transportation Industry Employers.”<\/em><\/p>\n

Seattle<\/strong>:
\nLarge employers<\/strong>\u00a0(more than 500 employees worldwide), regardless of payments toward an employee’s medical benefits:
\n$16.69 (current)<\/p>\n

$17.27 (effective January 1, 2022)<\/strong><\/p>\n

Small employers<\/strong>\u00a0(500 or fewer employees worldwide) who\u00a0do not<\/strong>\u00a0contribute at least $1.69* per hour toward an individual employee’s medical benefits or in tips:
\n$16.69 (current)<\/p>\n

$17.27 (effective January 1, 2022)<\/strong><\/p>\n

Small employers<\/strong>\u00a0(500 or fewer employees worldwide) who\u00a0do<\/em>\u00a0pay at least $1.69* per hour toward an individual employee’s medical benefits or in tips:
\n$15.00 (current)<\/p>\n

$15.75 (effective January 1, 2022)<\/strong><\/p>\n

*This threshold decreases to\u00a0$1.52<\/strong>\u00a0effective\u00a0January 1, 2022.<\/strong><\/em><\/td>\n<\/tr>\n

West Virginia<\/strong><\/td>\n$8.75<\/td>\n$8.75<\/td>\n<\/tr>\n
Wisconsin<\/strong><\/td>\n$7.25<\/td>\n$7.25<\/td>\n<\/tr>\n
Wyoming<\/strong><\/td>\n$ 7.25<\/td>\n$ 7.25<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/p>\n

\n

*Tanvi Singh, Editorial Assistant has reported this brief.<\/span><\/h4>\n","protected":false},"excerpt":{"rendered":"

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 <\/p>\n","protected":false},"author":121,"featured_media":259516,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[4,1193],"tags":[],"class_list":["post-259511","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legislationupdates","category-notifications"],"yoast_head":"\nUSA Minimum Wages | SCC Times<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.scconline.com\/blog\/post\/2022\/01\/04\/usa-minimum-wages\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" 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