State directory

State wage laws by state

All 50 states, grouped by region. Each hub links to verified rates, primary statutes, and the calculators that apply in that state.

West

6 tools

Alaska

Daily overtime after 8 hours, statewide paid sick leave, and strict final-pay deadlines.

View Alaska tools →5 tools

California

Daily overtime, double time, seventh-day premiums, break penalties, and 72-hour final-pay rules.

View California tools →4 tools

COMPS Order Rule 4.1.1 creates three overtime triggers — 40 hrs/week, 12 hrs/workday, or 12 consecutive hours regardless of workday boundary — whichever produces the greater payment, catching overnight shifts that cross midnight.

View Colorado tools →6 tools

Hawaii

Weekly overtime under HRS 387 and a legislated minimum-wage schedule.

View Hawaii tools →3 tools

Idaho

Idaho expressly has no state meal or rest break requirement, and employees may accelerate a final paycheck to within 48 hours by submitting a written request.

View Idaho tools →3 tools

Montana

Montana Wage Payment Act § 39-3-206 MCA requires discharged employees to be paid immediately (or per a pre-existing written policy), with a penalty of up to 110% of unpaid wages for late payment — and Montana has no tip credit, no training wage, and no meal credit.

View Montana tools →6 tools

Nevada

Nevada daily overtime (NRS 608.018) is wage-threshold conditional: employees earning less than $18.00/hr (= 1.5× the $12 minimum) owe overtime after 8 hours in a day, while higher-paid workers owe only weekly overtime — a structure unique among all states.

View Nevada tools →7 tools

Oregon

Three-tier minimum wage by region, weekly overtime, and BOLI prevailing-wage rules for public works.

View Oregon tools →2 tools

Utah

Utah Code § 34-40-106 is one of the nation's strongest local preemption statutes — it explicitly bars any city, town, or county from establishing a minimum wage above the federal floor and extends to contract preferences — and Utah has no state-mandated paid sick leave.

View Utah tools →6 tools

Washington

Statewide overtime plus eight local minimum-wage ordinances that run higher than the state floor.

View Washington tools →2 tools

Wyoming

Wyoming's state minimum wage ($5.15/hr, W.S. § 27-4-202) is below the federal $7.25 FLSA floor — Wyoming is one of only two states with a sub-federal state rate (along with Georgia) — and in practice nearly all Wyoming workers receive the federal floor via FLSA coverage.

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Southwest

3 tools

Arizona

Proposition 206 (2016) created both a CPI-indexed minimum wage and mandatory earned paid sick time under a single voter initiative, with sick leave caps that differ by employer size.

View Arizona tools →2 tools

New Mexico

New Mexico sets a $12.00 minimum under NMSA § 50-4-22, with local ordinances in Albuquerque, Santa Fe, and Las Cruces setting higher rates above the state floor — though local rates were not accessible from primary sources during research.

View New Mexico tools →3 tools

Oklahoma

The Oklahoma Minimum Wage Act covers only employers with 10+ full-time employees or gross sales over $100,000; smaller employers depend on FLSA coverage, and Oklahoma's own state prevailing wage law was ruled unconstitutional by the Oklahoma Supreme Court.

View Oklahoma tools →3 tools

Texas

Involuntarily discharged Texas employees must receive their final paycheck within 6 calendar days of discharge (Texas Labor Code Ch. 61), while voluntary quits receive wages on the next scheduled payday — and Texas Labor Code § 62.0515 hard-preempts all local minimum wage ordinances.

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Midwest

5 tools

Illinois

The One Day Rest In Seven Act (ODRISA, 820 ILCS 140) requires 24 consecutive hours off per 7-day period and a 20-minute meal break for every 7.5-hour shift, alongside a statewide Paid Leave for All Workers Act (effective 2024) usable for any reason.

View Illinois tools →3 tools

Indiana

Upon involuntary separation, Indiana's Wage Payment Act (IC 22-2-9) requires wages at the next regular payday with 2× liquidated damages plus attorney's fees for bad-faith nonpayment.

View Indiana tools →2 tools

Iowa

Iowa Code § 91D.1 exempts enterprises with annual gross sales under $300,000 from the state minimum wage, and SF 2197 (2017) expressly preempts all local minimum wage ordinances, nullifying previous county floors in Johnson and Linn Counties.

View Iowa tools →2 tools

Kansas

Kansas Statute § 44-1204 sets an overtime threshold of 46 hours per workweek for non-FLSA-covered employers — four hours above the federal standard — though most Kansas workers are FLSA-covered and follow the 40-hour federal rule.

View Kansas tools →3 tools

Michigan

Michigan's Earned Sick Time Act (effective February 21, 2025) replaced the prior narrower law and covers all employers — 40 hrs/year cap for small businesses (≤10 employees) vs. 72 hrs/year for standard employers (11+).

View Michigan tools →4 tools

Minnesota

Minnesota's state overtime threshold is 48 hours per workweek (Minn. Stat. § 177.25) — eight hours above the FLSA standard — and the Earned Sick and Safe Time law (2024) covers all employers with broad family member definitions including bereavement.

View Minnesota tools →4 tools

Missouri

Missouri's earned paid sick time law (Proposition B, 2018) was **repealed** by HB 567 effective August 28, 2025; final wages for involuntarily terminated employees are due immediately at the time of termination under Chapter 290.110 RSMo.

View Missouri tools →3 tools

Nebraska

Nebraska's Healthy Families and Workplaces Act (effective October 1, 2025) has an unusual three-tier employer structure: employers with fewer than 11 employees are not covered; 11–19 employees get a 40-hr/year cap; 20+ employees get a 56-hr/year cap.

View Nebraska tools →4 tools

North Dakota

North Dakota statute NDCC § 34-14-09.2 treats accrued paid time off as earned wages upon separation — unused PTO cannot be forfeited — though "use-it-or-lose-it" policies with advance written notice and reasonable opportunity to use time are permitted.

View North Dakota tools →2 tools

Ohio

Ohio's minimum wage covers businesses with annual gross receipts above a CPI-indexed threshold ($405,000 in 2026); smaller businesses and workers aged 14–15 remain at the federal $7.25 floor, while the rate is constitutionally mandated to increase annually.

View Ohio tools →2 tools

South Dakota

South Dakota's minimum wage adjusts automatically each January 1 by the CPI increase (cannot decrease, announced by October 15), and the tipped rate is exactly 50% of the non-tipped minimum by statute — linking both rates together automatically.

View South Dakota tools →2 tools

Wisconsin

Wis. Stat. § 103.85 requires factory and retail establishment employees to receive at least 24 consecutive hours off per calendar week (Sunday–Saturday) — Wisconsin's distinctive One Day of Rest law — though Wisconsin's prevailing wage laws were repealed for projects begun after January 1, 2017.

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South

2 tools

Alabama

Alabama has NO state wage and hour laws of any kind — the state labor department expressly defers to federal FLSA for minimum wage, overtime, hours worked, and recordkeeping.

View Alabama tools →2 tools

Arkansas

The Arkansas Minimum Wage Act (Arkansas Code § 11-4-211) covers only employers with 4 or more employees and has remained at $11.00/hr since January 1, 2021, with no scheduled automatic increases.

View Arkansas tools →2 tools

Delaware

Delaware completed a multi-year phase-in to $15.00/hr on January 1, 2025, codified directly in Del. Code tit. 19, § 902(a)(5), with no further increases scheduled and a separate Paid Family Medical Leave insurance program enacted in 2022.

View Delaware tools →2 tools

Florida

Florida's constitutional amendment (Art. X § 24, passed November 2020) mandates $1.00/year minimum wage increases on September 30 of each year — not January 1 — until reaching $15.00 on September 30, 2026.

View Florida tools →2 tools

Georgia

Georgia's statutory minimum wage ($5.15/hr, O.C.G.A. Title 34, Chapter 4) is below the federal FLSA floor; the state law self-excludes FLSA-covered employment, so in practice nearly all Georgia workers receive the federal $7.25 — but the state statute still exists and covers narrow non-FLSA employers with 6+ employees.

View Georgia tools →4 tools

Kentucky

KRS 337.050 requires 1.5× pay on the 7th consecutive day of any workweek an employer permits all 7 days of work (but not if the employee worked 40 or fewer total hours that week), and KRS 337.355/337.365 mandate separate meal and rest periods.

View Kentucky tools →2 tools

Louisiana

Louisiana has no state minimum wage law and its only relevant wage statute (La. R.S. § 23:642) prohibits local minimum wage ordinances — making it a pure-FLSA state with no sub-state or state-level wage floor.

View Louisiana tools →5 tools

Maryland

Montgomery County's three employer-size tiers (10 or fewer / 11–50 / 51+ employees) track separately above the $15 statewide floor, alongside Howard County and Prince George's County ordinances — all published by the Maryland DLLR.

View Maryland tools →2 tools

Mississippi

Mississippi is one of a handful of states with no state minimum wage law and no state overtime law — every applicable wage floor is set by federal FLSA, making Mississippi a pure-FLSA pass-through.

View Mississippi tools →2 tools

North Carolina

North Carolina's Wage and Hour Act (NCGS Chapter 95, Article 2A) mirrors FLSA for most private employers but creates a separate state enforcement mechanism for smaller businesses below the $500,000 gross-sales FLSA enterprise threshold.

View North Carolina tools →2 tools

South Carolina

South Carolina has no state minimum wage law — confirmed by the absence of any minimum wage statute in SC Code of Laws Title 41 — making it entirely dependent on federal FLSA for all covered employees, with no state enforcement mechanism for minimum wage violations.

View South Carolina tools →2 tools

Tennessee

Tennessee has no state minimum wage law, no state overtime law, and no proposed minimum wage bill has been enacted through the 114th General Assembly — making Tennessee a pure-FLSA state with no state enforcement mechanism for wage floors.

View Tennessee tools →3 tools

Virginia

Virginia Code § 40.1-28.10 publishes a full legislative schedule through 2028 ($12.77 → $13.75 → $15.00), followed by annual CPI indexing from 2029, and the Virginia Overtime Wages Act (VOWA) may create state-specific overtime claims separate from FLSA.

View Virginia tools →3 tools

West Virginia

West Virginia's 6-employee coverage threshold is measured per separate work location (not company-wide), and WV Code § 21-5-4(e) imposes 2× liquidated damages for late final pay — making final-paycheck enforcement significantly more consequential than in most states.

View West Virginia tools →

Northeast

4 tools

Connecticut

Restaurants and hotel restaurants must pay time-and-a-half on the 7th consecutive day of any workweek (CGS § 31-76c), and paid sick leave expands in three employer-size tranches through 2027.

View Connecticut tools →6 tools

Maine

Maine mandates a 30-minute break after 6 consecutive hours (26 M.R.S. § 601), enforces Earned Paid Leave (1 hr/40 hrs for 10+ employee employers), and imposes plant-closing severance pay (26 M.R.S. § 625-B) unique among most states.

View Maine tools →4 tools

Massachusetts

Massachusetts restaurant employees are exempt from the state overtime law (MGL c.151 § 1A) but covered by FLSA — creating a two-tier overtime analysis — and the former Sunday/holiday retail premium was eliminated effective January 1, 2023.

View Massachusetts tools →2 tools

New Hampshire

RSA 279:21 adopts the federal minimum wage by reference without stating a dollar figure — New Hampshire sets no independent floor — and state overtime law explicitly exempts FLSA-covered employers, making the state law relevant mainly to non-FLSA small employers.

View New Hampshire tools →5 tools

New Jersey

New Jersey's minimum wage has five employer-type tiers — most employers, seasonal/small, agricultural, tipped, and long-term-care direct care staff — each on its own CPI-influenced schedule, alongside mandatory earned sick leave (1 hr/30 hrs, 40 hrs/year) effective since 2018.

View New Jersey tools →6 tools

New York

New York uses three geographic minimum wage tiers (NYC and Long Island/Westchester $17; rest of state $16 as of 2026) and the Hospitality Wage Order (12 NYCRR Part 146) adds spread-of-hours and call-in pay premiums for hospitality workers.

View New York tools →4 tools

Pennsylvania

Pennsylvania's 2022 tipped-worker regulation update introduced an 80/20 rule — employers cannot take a tip credit for time exceeding 20% of the workweek spent on non-tip-generating duties — and the Wage Payment and Collection Law imposes 25% liquidated damages for nonpayment after 30 days.

View Pennsylvania tools →6 tools

Rhode Island

Rhode Island's § 28-12-4.3 requires retail employers to pay time-and-a-half for Sunday and holiday work (strictly voluntary, guaranteed minimum 4-hour shift), with those hours excluded from the weekly overtime calculation — a distinctive Sunday premium unlike any other state.

View Rhode Island tools →4 tools

Vermont

Vermont's Earned Sick Time Act accrues 1 hour per 52 hours worked — a higher divisor than most states — with a 1-year employer waiting period permitted and the tipped minimum set at exactly 50% of the full rate, updating automatically with each annual CPI adjustment.

View Vermont tools →

About this directory

Every state hub is sourced from primary statutes, administrative rules, and official labor-agency guidance — not secondary summaries. Rates and deadlines are verified against the actual text of the law and updated when changes are announced. Tool count reflects calculators with full automated coverage, not stubs.

The six states with no state minimum wage statute (Alabama, Louisiana, Mississippi, South Carolina, Tennessee) and the two with sub-federal state rates (Georgia, Wyoming) are included and clearly labeled, because most competitor sites misrepresent or omit them.