The following states started 2019 with a new minimum wage: Alaska, Arizona, Arkansas, California, Colorado, Florida, Maine, Massachusetts, Michigan, Minnesota, Missouri, Montana, New Jersey, New York (effective December 31, 2018), Ohio, Rhode Island, South Dakota, Vermont, Washington. Additionally, two more states (Delaware and Oregon) and the District of Columbia currently have minimum wage rate increases scheduled for later in 2019.
For anyone needing a refresher, here’s a quick review of how minimum wage rate works in the United States:
The Fair Labor Standards Act (FLSA) requires certain employers, as defined by the law, to pay a minimum wage for all hours an employee is suffered or permitted to work. While the federal minimum wage rate (currently $7.25) hasn’t been changed since 2009, individual localities (states, cities, etc.) can choose to set their minimum wages at higher rates than that of the federal rate. In states with no minimum-wage law or the minimum wage is below the federal minimum wage, the federal minimum wage applies to workers protected by the FLSA. And just like under federal law, state minimum wage laws can have exceptions for specific occupations, industries or categories of workers (such as minors, students, tipped employees, etc.).
Employers affected by these state minimum wage increases, or with questions about which minimum wage laws apply to them, should consult their professional employer organization (PEO), payroll provider, employment counsel or compliance officer.
Check out our interactive map below to see the minimum wage rate (as of January 1, 2019) for all 50 states!
NOTE: The map above shows the standard state minimum wage rate. Please refer to each state’s labor department website for more detailed information about additional minimum wage requirements for specific types of employers, localities or types of employment. A list of state labor department websites is available on the U.S. Department of Labor’s website: https://www.dol.gov/whd/contacts/state_of.htm.
This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.