Minimum Wage Landscape in 2026: A State-by-State Overview
As of , the minimum wage across the United States varies significantly, with states and localities increasingly setting rates above the federal minimum of $7.25 per hour. This patchwork of regulations reflects a growing trend of states taking action in the absence of federal increases since 2009, according to the Economic Policy Institute.
Currently, 34 states, territories, and districts have established minimum wages exceeding the federal level. Five states – Alabama, Louisiana, Mississippi, South Carolina, and Tennessee – have not adopted a state minimum wage, meaning the federal rate of $7.25 per hour applies. Georgia, Oklahoma, and Wyoming have minimum wages below $7.25 per hour, but the federal rate still prevails in those states.
A look at specific state rates as of 2026 reveals a wide range. Alabama maintains the federal minimum of $7.25 per hour. Alaska’s minimum wage is $11.73 per hour. Arizona’s rate stands at $14.35 per hour. Arkansas currently has a minimum wage of $11.00 per hour. California leads with a rate of $16.00 per hour. Colorado’s minimum wage is $14.42 per hour. Connecticut’s minimum wage is $15.00 per hour.
Further details show Delaware’s minimum wage is $13.25 per hour, and the District of Columbia’s rate is not currently specified in the provided data, but is expected to be published by September 30, 2024. Florida is also anticipating a new minimum wage rate. Georgia’s minimum wage is below $7.25 per hour. Hawaii’s rate is not specified. Idaho’s rate is not specified. Illinois’ rate is not specified. Indiana’s rate is not specified. Iowa’s rate is not specified. Kansas’ rate is not specified. Kentucky’s rate is not specified. Louisiana maintains the federal minimum of $7.25 per hour. Maine’s rate is not specified. Maryland’s rate is not specified. Massachusetts’ rate is not specified. Michigan’s rate is not specified. Minnesota’s rate is not specified. Mississippi maintains the federal minimum of $7.25 per hour. Missouri’s rate is not specified. Montana’s rate is not specified. Nebraska’s rate is not specified. Nevada’s rate is not specified. New Hampshire’s rate is not specified. New Jersey’s rate is not specified. New Mexico’s rate is not specified. New York’s minimum wage varies by location, with rates of $17.00 per hour in New York City, Nassau, Suffolk, and Westchester counties, and $16.00 per hour in the rest of the state. North Carolina and North Dakota both have a minimum wage of $7.25 per hour. Ohio’s rate is not specified. Oklahoma’s minimum wage is below $7.25 per hour. Oregon’s rate is not specified. Pennsylvania’s rate is not specified. Puerto Rico’s rate is not specified. Rhode Island’s rate is not specified. South Carolina maintains the federal minimum of $7.25 per hour. South Dakota’s rate is not specified. Tennessee maintains the federal minimum of $7.25 per hour. Texas’ rate is not specified. Utah’s rate is not specified. Vermont’s rate is not specified. Virginia’s rate is not specified. Washington’s rate is not specified. West Virginia’s rate is not specified. Wisconsin’s rate is not specified. Wyoming’s minimum wage is below $7.25 per hour.
The U.S. Department of Labor notes that states can adopt the federal minimum wage rate if the federal rate is higher than their own state rate. Certain local governments – including counties, charter counties, consolidated local governments, and urban-county governments – can allow compensating time off in lieu of overtime pay, provided it is requested in writing by the employee.
Several states, including Columbia, Nevada, and Oregon, saw minimum wage adjustments take effect on July 1, 2024, with further updates anticipated by September 30, 2024. Employers are advised to stay informed about the specific regulations in their state and locality to ensure compliance with the prevailing minimum wage laws.
The information available indicates a dynamic landscape of minimum wage regulations, with ongoing changes at both the state and local levels. The Economic Policy Institute’s Minimum Wage Tracker and resources from organizations like SHRM and APS Payroll offer further details and updates on these evolving laws.
