2026 Minimum Wage by State: Complete Guide

Minimum Wage Isn't One Number in the US

The federal minimum wage has been $7.25/hr since 2009 and applies as the absolute floor nationwide -- but a majority of states have set their own, higher minimum wage. A handful of cities and counties go even further with local minimums above their state's rate. This guide explains the landscape; for exact current figures, see each state's dedicated calculator.

States Still on the Federal Minimum ($7.25/hr)

Roughly a third of states have not set their own minimum above the federal floor -- meaning $7.25/hr is the legal minimum for most covered employers there. This includes states like Texas, Georgia, and several others across the South and parts of the Midwest.

States With Their Own Higher Minimum Wage

The rest of the states -- including California, New York, Washington, and many others -- have set a state minimum wage above $7.25, in some cases significantly higher. A few states (like Oregon and New York) even set different rates for different regions within the same state.

Find Your State's Exact Rate

Every state has its own dedicated, sourced calculator on this site -- browse the full list at the Paycheck & Salary Calculators category, or jump directly to a few examples: California, New York, Washington, Texas.

Why Minimum Wage Changes Often

Many states tie their minimum wage to annual inflation adjustments or scheduled step increases passed by ballot measure or legislation, so rates commonly change on January 1st or July 1st each year. Always verify the current rate at the US Department of Labor's official state minimum wage table before relying on it for anything important.

Which Minimum Wage Applies to You?

When federal, state, and local minimums differ, the general rule is that the highest one that applies to your workplace is the one your employer must follow. So if your city sets a higher rate than your state, the city rate usually governs for work performed there. Check your state labor department and the US Department of Labor for the rule that covers your specific job and location.

Who Might Not Be Covered by the Standard Rate

Minimum wage laws come with exceptions that vary by state and job type. Common examples include:

• Tipped employees. Many places allow a lower cash wage as long as tips bring total pay up to the full minimum. If tips fall short, the employer generally must make up the difference. Some states require the full minimum before tips.
• Younger workers. Certain rules allow a reduced training or youth wage for a limited period.
• Some agricultural, seasonal, or small-business roles. Coverage can depend on employer size or type.
• Workers with disabilities under specific certificate programs.

Because these rules are detailed, confirm with an official source before assuming an exception applies to you.

Turning an Hourly Wage Into a Yearly Figure

A quick estimate: multiply the hourly wage by hours per week, then by 52. As a hypothetical example, 12 dollars an hour at 40 hours a week works out to 12 x 40 x 52 = 24,960 dollars a year before taxes. A part-time schedule of 25 hours would be 12 x 25 x 52 = 15,600 dollars. This ignores unpaid time off and taxes, so your actual take-home will be lower. Use the Paycheck Calculator for a more complete estimate.

Does Working Overtime Change Things?

Many non-exempt workers must be paid at least one and a half times their regular rate for hours beyond 40 in a week under federal law, and some states add daily overtime rules. Your regular rate is not always just your base wage, since certain bonuses can count toward it. If you suspect you are being underpaid for overtime, keep a log of your hours.

Common Mistakes and Misunderstandings

• Assuming the federal rate applies everywhere. Many states require more.
• Forgetting scheduled increases. A wage that was correct last year may be out of date on January 1 or July 1.
• Treating a salary as automatically safe. A low salary spread over long hours can still fall below the hourly minimum for non-exempt roles.
• Relying on old blog posts. Always confirm current rates from official sources.

What to Do If You Are Paid Less Than the Minimum

Start by keeping records: pay stubs, a log of hours, and your schedule. Raise the issue with your employer or payroll in writing. If it is not resolved, contact your state labor agency or the US Department of Labor's Wage and Hour Division, which handle wage complaints. Retaliating against someone for asking is generally prohibited.

Planning Around Minimum Wage Changes

If you are an employer or manager, build the scheduled increases into your yearly budget early. If you are an employee, a rise in the minimum may not change your own pay if you already earn more, but it can affect raises and overtime calculations, so it is worth checking how your pay compares.

Cost of Living Matters Too

A higher minimum wage does not always mean higher real purchasing power, since rent and everyday costs also vary by region. When comparing jobs across states, weigh the wage against housing, transportation, and state taxes, not just the hourly number.

Keeping Track of Rate Changes

Because many minimums change on a set date each year, it is smart to check your state labor department website each December and again mid-year. Employers should update payroll systems before the effective date, and employees can compare their next pay stub with the new rate. If you work in more than one location, such as a job that sends you across city lines, note which rate applies where you actually perform the work. Keeping a simple record of your hourly rate and the date it changed makes any later conversation with payroll much easier.

Frequently Asked Questions