Minimum wage laws in the United States are not governed by a single rule. While federal law establishes a baseline, many states — and even cities — enforce higher wage floors that employers must follow.
For organizations operating across multiple states, understanding the minimum wage rates by state is essential for payroll accuracy, compliance, workforce planning, and labor cost forecasting.
Minimum Wage Compliance Laws in the U.S.
Minimum wage compliance is governed by a combination of federal, state, and local laws. At the federal level, the Fair Labor Standards Act (FLSA) establishes a baseline wage, which only changes when Congress passes new legislation. As a result, federal minimum wage updates tend to be infrequent, with long periods between increases.
Because federal changes are rare, most wage activity occurs at the state and local level. Many states adjust their minimum wages through legislation or automatic indexing tied to inflation, resulting in annual or scheduled increases that employers must track and apply correctly.
As minimum wage requirements change, employers often see secondary impacts beyond base pay:
- Overtime costs increase, as overtime pay is calculated as a multiple of an employee’s base hourly rate
- Shift premiums and pay differentials add incremental cost, particularly for evening, overnight, or weekend work
- Labor budgeting becomes more variable, especially in states with inflation-indexed or scheduled wage increases
- Inefficient staffing practices become more costly, making excess coverage or unplanned overtime harder to absorb
In practice, compliance challenges often arise not from the wage increase itself, but from how higher wage floors amplify overtime, premiums, and scheduling decisions across the workforce.
Required Minimum Wage by State
Below is a state-by-state breakdown of the minimum wage by state in 2026, including what employers should watch for in each jurisdiction.
Alabama
Minimum Wage: $7.25 per hour
Alabama does not set a state minimum wage. Manufacturing employers must comply with the federal minimum wage. No local government may set higher rates.
Alaska
Minimum Wage: $13.00 per hour
Alaska’s minimum wage is adjusted annually based on inflation. There is no separate minimum wage for manufacturing; however, Alaska’s daily overtime rules (over 8 hours per day or 40 per week) are particularly relevant for continuous manufacturing operations.
Arizona
Minimum Wage: $15.15 per hour
Arizona’s minimum wage is indexed annually. Manufacturing employers operating multiple shifts must ensure shift differentials are paid on top of, not in place of, the minimum wage.
Arkansas
Minimum Wage: $11.00 per hour
Arkansas enforces a statewide minimum wage above the federal rate. No manufacturing-specific wage applies, but standard overtime rules apply after 40 hours per week.
California
Minimum Wage: $16.90 per hour
California enforces one of the highest statewide minimum wages. Manufacturing employers must also comply with daily overtime, double-time rules, and local minimum wages that may exceed the state rate. Industry-specific minimum wages in California apply to fast food and healthcare, not manufacturing.
Colorado
Minimum Wage: $15.16 per hour
Colorado adjusts its minimum wage annually. Manufacturing employers must also comply with state-specific overtime, meal, and rest requirements that are more restrictive than federal law.
Connecticut
Minimum Wage: $16.94 per hour
Connecticut’s minimum wage increases automatically under state law. Shift premiums or union agreements cannot reduce pay below the state minimum.
Delaware
Minimum Wage: $15.00 per hour
Delaware enforces a state minimum wage with no manufacturing exemptions or alternate wage tiers.
District of Columbia
Minimum Wage: $17.95 per hour
Washington, DC has the highest minimum wage in the U.S. Manufacturing employers must comply with strict enforcement and recordkeeping standards.
Florida
Minimum Wage: $14.00 per hour
Florida’s minimum wage is set to increase annually on September 30. Manufacturing employers should plan for mid-year payroll changes and budget adjustments.
Georgia
Minimum Wage: $7.25 per hour
Georgia’s state minimum wage is lower than the federal requirement, so federal law applies to manufacturing employers.
Hawaii
Minimum Wage: $16.00 per hour
Hawaii enforces a statewide minimum wage with scheduled increases. No manufacturing-specific wage applies.
Idaho
Minimum Wage: $7.25 per hour
Idaho follows the federal minimum wage. Federal overtime and recordkeeping rules apply to manufacturing employers.
Illinois
Minimum Wage: $15.00 per hour
Illinois enforces a state minimum wage. Manufacturing employers should verify whether local ordinances impose higher rates.
Indiana
Minimum Wage: $7.25 per hour
Indiana follows the federal minimum wage with no manufacturing-specific exemptions.
Iowa
Minimum Wage: $7.25 per hour
Iowa does not exceed the federal minimum wage. Federal labor standards apply.
Kansas
Minimum Wage: $7.25 per hour
Kansas defaults to the federal minimum wage. No manufacturing-specific wage applies.
Kentucky
Minimum Wage: $7.25 per hour
Kentucky enforces the federal minimum wage for manufacturing employers.
Louisiana
Minimum Wage: $7.25 per hour
Louisiana has no state minimum wage law. Federal law governs wages.
Maine
Minimum Wage: $15.10 per hour
Maine’s minimum wage is indexed annually. Manufacturing employers should confirm updated rates each January.
Maryland
Minimum Wage: $15.00 per hour
Maryland enforces a $15 minimum wage statewide with strict enforcement practices.
Massachusetts
Minimum Wage: $15.00 per hour
Massachusetts maintains a $15 state minimum wage. Manufacturing employers should pay close attention to overtime compliance.
Michigan
Minimum Wage: $13.73 per hour
Michigan enforces a state minimum wage above the federal level. No manufacturing-specific wage applies.
Minnesota
Minimum Wage: $11.41 per hour
Minnesota enforces a state minimum wage that applies to manufacturing employers, with annual adjustments tied to inflation.
Mississippi
Minimum Wage: $7.25 per hour
Mississippi follows the federal minimum wage.
Missouri
Minimum Wage: $15.00 per hour
Missouri’s minimum wage is indexed annually. Employers should verify rates at the start of each year.
Montana
Minimum Wage: $10.85 per hour
Montana enforces a state minimum wage. Small-business exceptions generally do not apply to manufacturing.
Nebraska
Minimum Wage: $15.00 per hour
Nebraska’s minimum wage applies statewide with no manufacturing-specific tiers.
Nevada
Minimum Wage: $12.00 per hour
Nevada enforces a flat minimum wage regardless of benefits, simplifying compliance for manufacturing employers.
New Hampshire
Minimum Wage: $7.25 per hour
New Hampshire follows the federal minimum wage.
New Jersey
Minimum Wage: $15.92 per hour (most employers)
Most manufacturing employers fall under the standard statewide rate.
New Mexico
Minimum Wage: $12.00 per hour
New Mexico enforces a state minimum wage. Local ordinances may impose higher rates.
New York
Minimum Wage: $16.00 per hour (NYC, Long Island, Westchester); $15.00 per hour (rest of state)
Manufacturing employers must apply the wage based on employee’s work location.
North Carolina
Minimum Wage: $7.25 per hour
North Carolina adheres to the federal minimum wage.
North Dakota
Minimum Wage: $7.25 per hour
North Dakota follows the federal minimum wage.
Ohio
Minimum Wage: $11.00 per hour (larger employers)
Most manufacturing employers fall under the higher wage category.
Oklahoma
Minimum Wage: $7.25 per hour
Oklahoma defaults to the federal minimum wage.
Oregon
Minimum Wage: $16.30 per hour (Portland metro), $15.20 per hour (standard), $14.20 per hour (non-urban)
Manufacturing employers must apply the correct wage based on facility location.
Pennsylvania
Minimum Wage: $7.25 per hour
Pennsylvania remains aligned with the federal minimum wage.
Rhode Island
Minimum Wage: $16.00 per hour
Rhode Island enforces a state minimum wage with future increases scheduled.
South Carolina
Minimum Wage: $7.25 per hour
South Carolina follows the federal minimum wage.
South Dakota
Minimum Wage: $11.85 per hour
South Dakota adjusts its minimum wage annually based on inflation.
Tennessee
Minimum Wage: $7.25 per hour
Tennessee adheres to the federal minimum wage.
Texas
Minimum Wage: $7.25 per hour
Texas does not exceed the federal minimum wage.
Utah
Minimum Wage: $7.25 per hour
Utah follows the federal minimum wage.
Vermont
Minimum Wage: $14.42 per hour
Vermont adjusts its minimum wage annually.
Virginia
Minimum Wage: $12.77 per hour
Virginia enforces a state minimum wage with scheduled future increases.
Washington
Minimum Wage: $17.13 per hour
Washington has one of the highest state minimum wages. Manufacturing employers must also comply with state-specific overtime and rest requirements.
West Virginia
Minimum Wage: $8.75 per hour
West Virginia enforces a state minimum wage above the federal level.
Wisconsin
Minimum Wage: $7.25 per hour
Wisconsin follows the federal minimum wage.
Wyoming
Minimum Wage: $7.25 per hour
Wyoming’s state minimum wage is lower than the federal minimum, so the federal minimum wage applies.
Minimum Wage by State – 2026
Below is a quick, high-level table summarizing the rates for state minimum wages in 2026, including scheduled mid-year increases where applicable. This overview is intended to help employers quickly identify where wages are rising, where the federal minimum still applies, and which states require closer attention due to indexed or regional wage structures. Employers should always apply the highest applicable wage based on where work is performed.
| State / Jurisdiction | 2026 Minimum Wage | Notes / Effective Date |
| Federal (baseline) | $7.25 | Applies where state/local rate is lower |
| Alabama | $7.25 | Federal applies |
| Alaska | $13.00 → $14.00 (July 1, 2026) | Scheduled mid-year increase |
| Arizona | $15.15 | Jan 1, 2026 increase |
| Arkansas | $11.00 | No scheduled change |
| California | $16.90 | Jan 1, 2026 |
| Colorado | $15.16 | Jan 1, 2026 |
| Connecticut | $16.94 | Jan 1, 2026 |
| Delaware | $15.00 | In effect |
| District of Columbia | $17.95 | Higher than most states |
| Florida | $14.00 → $15.00 (Sept 30, 2026) | Scheduled increase |
| Georgia | $7.25 | Federal applies |
| Hawaii | $16.00 | Jan 1, 2026 |
| Idaho | $7.25 | Federal applies |
| Illinois | $15.00 | In effect |
| Indiana | $7.25 | Federal applies |
| Iowa | $7.25 | Federal applies |
| Kansas | $7.25 | Federal applies |
| Kentucky | $7.25 | Federal applies |
| Louisiana | $7.25 | Federal applies |
| Maine | $15.10 | Jan 1, 2026 |
| Maryland | $15.00 | In effect |
| Massachusetts | $15.00 | In effect |
| Michigan | $13.73 | Jan 1, 2026 |
| Minnesota | $11.41 | Jan 1, 2026 |
| Mississippi | $7.25 | Federal applies |
| Missouri | $15.00 | Jan 1, 2026 |
| Montana | $10.85 | Jan 1, 2026 |
| Nebraska | $15.00 | Jan 1, 2026 |
| Nevada | $12.00 | In effect |
| New Hampshire | $7.25 | Federal applies |
| New Jersey | $15.92* | Standard (size-based tier) |
| New Mexico | $12.00 | In effect |
| New York | $17.00 / $16.00 | Regional (NYC/Long Island/Westchester vs rest) |
| North Carolina | $7.25 | Federal applies |
| North Dakota | $7.25 | Federal applies |
| Ohio | $11.00 | Jan 1, 2026 |
| Oklahoma | $7.25 | Federal applies |
| Oregon | $16.30 / $15.20 / $14.20 | Regional tiers |
| Pennsylvania | $7.25 | Federal applies |
| Rhode Island | $16.00 | Jan 1, 2026 |
| South Carolina | $7.25 | Federal applies |
| South Dakota | $11.85 | Jan 1, 2026 |
| Tennessee | $7.25 | Federal applies |
| Texas | $7.25 | Federal applies |
| Utah | $7.25 | Federal applies |
| Vermont | $14.42 | Jan 1, 2026 |
| Virginia | $12.77 | Jan 1, 2026 |
| Washington | $17.13 | Jan 1, 2026 |
| West Virginia | $8.75 | In effect |
| Wisconsin | $7.25 | Federal applies |
| Wyoming | $7.25 | Federal applies |
*New Jersey’s rate varies by employer size (standard rate applies to most manufacturing employers).
Key Takeaways
Federal baseline: The federal minimum wage remains $7.25 per hour in 2026 and generally applies in states that have not set a higher rate.
Inflation adjustments & scheduled increases: Several states tied to inflation or scheduled increases took effect on January 1, 2026. Those include Arizona, Colorado, Connecticut, Hawaii, Maine, Michigan, Minnesota, Missouri, Nebraska, Oregon (regional), Rhode Island, Vermont, Virginia, and Washington. More states, like Alaska and Florida, have mid-year effective dates for their next increases.
Regional variation: New York and Oregon have location-based minimum wages that differ within the state.
Final Thoughts for Employers
Minimum wage compliance is no longer a “set it and forget it” task, especially for employers operating across multiple states. Annual increases, regional differences, and industry-specific rules make wage tracking increasingly complex.
In addition to state minimum wage requirements, employers must also account for state-specific meal and rest break laws, which can vary widely and directly affect paid time, scheduling practices, and overtime calculations. Failing to align break policies with applicable state regulations can create compliance risks even when base wages are correct.
Maintaining accurate payroll systems, clear workforce planning, and proactive compliance processes is critical to avoiding wage violations and protecting both employees and the business.
