The Fair Labor and Standards Act (FLSA) establishes the federal minimum wage that employers must pay to their employees.
Several states have their own minimum wage laws in place that are different from the rate set by the FLSA. In such cases where an employee is subject to local, state, and federal minimum wage laws, it's important to note that the employee is entitled to receive the higher minimum wage.
By adhering to both federal and state minimum wage laws, you can ensure that employees are compensated appropriately and that your business remains in compliance with the law.
In 2009, the federal minimum wage was increased to $7.25.
2025 Updates
In 2025, several states in the U.S. will increase their minimum wage rates, with adjustments typically effective January 1. Key changes include:
California: Minimum wage will rise to $16.50 per hour.
Connecticut: From $15.69 to $16.35 per hour.
Delaware: Increasing from $13.25 to $15.00.
Illinois: Moving from $14.00 to $15.00 per hour.
Nebraska: Rising from $12.00 to $13.50.
New York: Expected to go up to $16.50.
Washington: Will increase to $16.66, making it one of the highest state minimum wages
Several localities within states like California, Washington, and Arizona will also see wage hikes that exceed state minimums. Additionally, there are impacts on the salary threshold for overtime-exempt employees, particularly in states following federal Fair Labor Standards Act (FLSA) adjustments. This change is part of a larger trend as states adjust wages based on inflation or legislative mandates, with many planning incremental raises over the next few years.
Employers in affected states should review and update the information in Fingercheck to comply with these changes starting in January 2025.
2024 List
Below is a list of the 2024 minimum wage for each state and some localities that require employers to pay at a higher rate than the state. We included contact details to find out more information about each state’s minimum wage.
State | Minimum Wage | Notes | Contact |
$7.25 |
| Phone: 334-242-8990 | |
$11.73 |
| Phone: 907-465-2700 | |
$14.35 |
| Email: LaborAdmin@azica.gov Phone: 602-542-4661 | |
$11.00 |
| Email: asklabor@arkansas.gov Phone: 501-682-4500 | |
$15.50 |
| Phone: 833-526-4636
| |
$14.42 | Denver: $18.29 | Phone: 303-318-8441 | |
$15.69 |
| Phone: 860-263-6000 | |
$13.25 |
| Phone: 302-761-8176 | |
$17.50 | The minimum base wage for tipped employees will increase to $10 per hour.
FYI: The District of Columbia bans non-compete agreements and policies for employees. As of January 1, 2024, the restriction on non-compete clauses applies to employees earning $154,200 or less and to medical specialists earning $257,000 or less. | Phone: 202-671-1900 (DOES) & 202-727-4559 (DCOHR) | |
$12.00 |
| Phone: 850-245-7105 | |
$7.25 |
| Email: commisioner@gdol.ga.gov Phone: 404-232-3000 | |
$14.00 |
| Phone: 808-586-8844 | |
$7.25 |
| Phone: 208-332-3570 | |
$14.00 | Chicago
Cook County
| Email: DOL.Questions@Illinois.gov Phone: 312-793-2800
| |
$7.25 |
| Phone: 317-232-2655 | |
$7.25 |
| Phone: 515-242-5870 | |
$7.25 |
| Phone: 785-296-5000 | |
$7.25 |
| Phone: 502-564-3534 | |
$7.25 |
| Phone: 225-342-3111 | |
$14.15 |
| Phone: 207-623-7900 | |
$15.00
| State: $13.25 - Applicable to employers with 15 or more employees $12.80 - Applicable to employers with fewer than 15 employees
Montgomery County:
Howard County: $15.00 - 15 or more employees ($16.00 on 1/1/25) $15.00 - Less than 15 employees ($15.50 1/1/26; $16.00 7/1/26) | Phone: 410-230-6020
| |
$15.00 |
| Phone: 617-626-7100 | |
$10.33 |
| Phone: 517-284-7800 | |
$10.59 $8.63 | $10.85- Large employer (enterprise with annual revenues of $500,000 or more)
$8.85 - Small employer (enterprise with annual revenues of less than $500,000)
Employees under 18 years old may be paid $8.85 per hour. | Phone: 651-284-5005 | |
$7.25 |
| Phone: 601-321-6000 | |
$12.30 | Kansas City encourages employers to pay a living wage rate that is higher than the state minimum wage. | Email: diroffice@labor.mo.gov Phone: 573-751-4091 | |
$10.30 |
| Phone: 406-444-2840 | |
$12.00 |
| Phone: 402-471-2275 | |
$12.00 | Employees in Nevada that earn one and one-half times the minimum wage ($18 per hour) or more are eligible for overtime at one and one-half times their regular rate of pay for over 40 hours of work in a week. | Phone: 702-486-2650 | |
$7.25 |
| Phone: 603-271-3176 | |
$15.13 $13.73 | $13.73 - for seasonal and small employers who employ fewer than 6 people. | Phone: 609-292-1704
| |
$12.00 | Santa Fe living wage: $14.03 | Phone: 505-841-8405 | |
$16.00 |
| Phone: 518-457-9000 | |
$7.25 |
| Phone: 800-625-2267 | |
$7.25 |
| Phone: 701-328-2660 | |
$10.10 $7.25 | $10.10 - Employers with annual gross receipts of $372,000 or more
$7.25 - Employers with annual gross receipts under $372,000 | Phone: 614-728-1949 | |
$7.25 |
| Phone: 405-521-6100 | |
$14.20 | Portland Metro Area: $15.45
Non-Urban counties: $13.20
Increases to the minimum wage are based on inflation and are effective July 1st. | Email: BOLI_help@boli.oregon.gov Phone: 971-245-3844 | |
$7.25 |
| Phone: 717-787-5279 | |
$14.00 |
| Phone: 401-462-8550 | |
$7.25 |
| Phone: 803-896-4300 | |
$10.80 |
| Phone: 605-773-3101 | |
$7.25 |
| Phone: 844-224-5818 | |
$7.25 |
| Phone: 800-628-5115 | |
$7.25 |
| Phone: 801-530-6800 | |
$13.67 |
| Phone: 802-828-4000 | |
$12.00 |
| Phone: 804-371-2327 | |
$16.28 | Large employers (atleast 501 employees) $19.97
Small employers (up to 500 employees) $19.97 - Employer DOES NOT pay $2.72 towards medical benefits.
$17.25 - Employer DOES pay $2.72 towards medical benefits.
SeaTac: $19.71 | Phone: 360-902-5800 | |
$8.75 |
| Phone: 304-558-7890 | |
$7.25 |
| Phone: 608-266-3131 | |
$7.25 |
| Phone: 307-777-8650 |
The table does not include minimum wages for tipped employees. Please check with the state to determine the minimum wage for tipped employees.
Please note: The information above is provided for general informational purposes only and should not be construed as legal advice. For specific legal guidance regarding minimum wage laws and compliance, we recommend consulting with a qualified attorney or legal professional. While we strive to provide accurate and up-to-date information, laws and regulations can change, and the interpretation of these laws may vary. Therefore, it is important to independently verify any information provided and to stay informed about the latest legal developments in your jurisdiction.
How to update minimum wage rates
We understand that managing employee minimum wage rates is a critical aspect of the payroll process. To streamline and simplify this task so that you can import new rates for multiple employees at once. We suggest using the steps listed below to effortlessly and accurately implement changes to minimum wage rates across your workforce.
Create a custom report showing employees, rates, and their work state. Check out How to Create a Custom Report for more details.
Filter the report by the following:
State with the minimum wage increase.
Rates that are below the new minimum wage.
Run the report and replace all amounts with the new minimum wage rate and the effective date of the increase.
Import the new file using the data exchange mapping found in How to Import Data into Fingercheck.