At a glance — Key takeaways
- Highest state minimum wages (2025): Washington, California, New York (regional), Massachusetts.
- Many states still use the federal floor of $7.25 (often in southern and some midwestern states).
- Worker-friendly states (strong protections, paid leave, strict enforcement): CA, WA, OR, MA, NY.
- Employer-friendly states (rely mainly on federal law): AL, MS, SC, TN, TX.
Comparative table — Minimum wage, overtime, agency & notable protections (2025)
| State | Minimum Wage (2025) | Overtime | State Agency | Notable Protections / Notes |
|---|---|---|---|---|
| Alabama | Federal $7.25 | FLSA (1.5× over 40/wk) | No dedicated state wage agency | Mostly federal standards; limited state-specific protections |
| Alaska | $11.73 | Yes | AK Dept. of Labor & Workforce Dev. | Stronger wage/hour enforcement |
| Arizona | $14.35 | Yes | Industrial Commission of AZ | Paid sick leave & robust protections |
| Arkansas | $11.00 | Yes | AR Dept. of Labor | Standard state enforcement |
| California | $16.00 | Strict (daily & weekly rules) | CA Dept. of Industrial Relations | Meal/rest breaks, strong class action enforcement |
| Colorado | $13.65 | Yes | CO Dept. of Labor & Employment | Paid sick leave in many localities |
| Connecticut | $15.69 | Yes | CT Dept. of Labor | Paid family leave laws |
| Delaware | $13.25 | Yes | DE Dept. of Labor | Strong anti-retaliation rules |
| Florida | $13.00 | Yes | FL Dept. of Economic Opportunity | Voter-driven increases in recent years |
| Georgia | Federal $7.25 | Yes | GA Dept. of Labor | Relies mainly on federal baseline |
| Hawaii | $14.00 | Yes | HI Dept. of Labor & Industrial Relations | Annual wage adjustments |
| Idaho | Federal $7.25 | Yes | ID Dept. of Labor | Mostly federal rules apply |
| Illinois | $14.00 | Yes | IL Dept. of Labor | Strong state enforcement |
| Indiana | Federal $7.25 | Yes | IN Dept. of Labor | Limited state-specific benefits |
| Iowa | Federal $7.25 | Yes | Iowa Workforce Development | Mostly federal baseline |
| Kansas | Federal $7.25 | Yes | KS Dept. of Labor | Standard enforcement |
| Kentucky | Federal $7.25 | Yes | KY Commission on Human Rights | Some state civil rights protections |
| Louisiana | Federal $7.25 | Yes | LA Workforce Commission | Relies largely on federal laws |
| Maine | $14.15 | Yes | ME Dept. of Labor | Paid leave expansions |
| Maryland | $15.00 | Yes | MD Dept. of Labor | Family leave policy developments |
| Massachusetts | $15.00 | Yes | MA Dept. of Labor Standards | Comprehensive worker protections |
| Michigan | $10.33 | Yes | MI Dept. of Labor & Economic Opportunity | Paid sick leave developments |
| Minnesota | $13.50 | Yes (varies) | MN Dept. of Labor & Industry | Strong state protections |
| Mississippi | Federal $7.25 | Yes | No dedicated state wage agency | Limited state protections |
| Missouri | $12.30 | Yes | MO Dept. of Labor | Recent increases via ballot measures |
| Montana | $10.30 | Yes | MT Dept. of Labor | State enforces wage/hour rules |
| Nebraska | $12.00 | Yes | NE Dept. of Labor | Gradual wage increases |
| Nevada | $12.00 | Yes | NV Labor Commissioner | Strong hospitality-focused rules |
| New Hampshire | Federal $7.25 | Yes | NH Dept. of Labor | Limited state wage rules |
| New Jersey | $15.13 | Yes | NJ Dept. of Labor & Workforce Development | Strong enforcement & family leave |
| New Mexico | $12.00 | Yes | NM Workforce Solutions | Minimum wage increases recent |
| New York | $16.00 (NYC) / $15.00 (elsewhere) | Yes | NY Dept. of Labor | Strong protections, local variations |
| North Carolina | Federal $7.25 | Yes | NC Dept. of Labor | Mostly federal baseline |
| North Dakota | Federal $7.25 | Yes | ND Dept. of Labor | Limited |
| Ohio | $10.45 | Yes | OH Dept. of Commerce | Incremental wage increases |
| Oklahoma | Federal $7.25 | Yes | OK Dept. of Labor | Limited protections |
| Oregon | $14.70 (metro tiers) | Yes | OR Bureau of Labor & Industries | Regional wage tiers & strong rules |
| Pennsylvania | Federal $7.25 | Yes | PA Dept. of Labor & Industry | Mostly federal baseline |
| Rhode Island | $15.00 | Yes | RI Dept. of Labor & Training | Strong protections |
| South Carolina | Federal $7.25 | Yes | No dedicated state wage agency | Limited protections |
| South Dakota | $11.20 | Yes | SD Dept. of Labor | Indexed increases |
| Tennessee | Federal $7.25 | Yes | TN Dept. of Labor & Workforce Development | Limited |
| Texas | Federal $7.25 | Yes | Texas Workforce Commission | Large workforce; federal baseline |
| Utah | Federal $7.25 | Yes | Utah Labor Commission | Limited protections |
| Vermont | $13.67 | Yes | VT Dept. of Labor | Worker-friendly laws |
| Virginia | $12.00 | Yes | VA Dept. of Labor & Industry | Expanding protections |
| Washington | $16.28 | Yes | WA Dept. of Labor & Industries | High minimum wage & strong enforcement |
| West Virginia | $8.75 | Yes | WV Division of Labor | Moderate protections |
| Wisconsin | Federal $7.25 | Yes | WI Dept. of Workforce Development | Limited |
| Wyoming | Federal $7.25 | Yes | WY Dept. of Workforce Services | Limited protections |
Note: Minimum wage figures and policy details can change annually. The table above summarizes widely reported 2025 figures and general enforcement patterns — always verify with the state’s official labor department for the most current rules and local/city-level ordinances (e.g., NYC, Seattle) that may set higher local wages.
How to use this guide
- If you’re an employee, check your state row above for the minimum wage and agency contact, document wage/hour issues, and file complaints with your state labor department or the U.S. Department of Labor when appropriate.
- If you’re an employer, use this table to ensure compliance with state-level requirements (breaks, paid leave, local ordinances) in addition to federal laws.
- For legal disputes (wage theft, wrongful termination, harassment), collect pay stubs, time records, and written complaints — then consult a local employment attorney or legal aid group.
Common legal remedies and enforcement channels
Employees can pursue: administrative complaints (state labor departments), civil suits for unpaid wages or discrimination, and in many cases statutory liquidated damages or attorney’s fees. Discrimination and harassment claims can also be filed with both state civil rights agencies and the federal EEOC.