2026 Washington local minimum wage rates
Eight jurisdictions have verified local minimum wages above the $17.13 state floor. The governing rate for any worker is the higher of the state rate or the applicable local rate. Rates and employer-size conditions are sourced from Washington L&I. Everett and Renton have mid-year rate steps effective July 1, 2026.
| Jurisdiction | Rate | Employer-size condition | Effective window | Source |
|---|
| Bellingham | $19.13/hr | All employees | 2026 | L&I |
| Burien | $21.63/hr | 500+ employees | 2026 | L&I |
| Burien | $20.63/hr | 21-499 employees; 20 or fewer not covered | 2026 | L&I |
| Everett | $20.77/hr | more than 500 employees in WA | 2026 | L&I |
| Everett | $18.77/hr | 15-499 employees | Jan 1, 2026 – Jun 30, 2026 | L&I |
| Everett | $19.77/hr | 15-499 employees | Jul 1, 2026 – Dec 31, 2026 | L&I |
| King County (unincorporated) | $20.82/hr | more than 500 employees | 2026 | L&I |
| King County (unincorporated) | $19.82/hr | 16-499 employees, or 15 or fewer with gross revenue >= $2M | 2026 | L&I |
| King County (unincorporated) | $18.32/hr | 15 or fewer employees and gross revenue < $2M | 2026 | L&I |
| Renton | $21.57/hr | more than 500 employees | 2026 | L&I |
| Renton | $20.57/hr | 15-500 employees | Jan 1, 2026 – Jun 30, 2026 | L&I |
| Renton | $21.57/hr | 15-500 employees | Jul 1, 2026 – Dec 31, 2026 | L&I |
| SeaTac | $20.74/hr | hospitality and transportation employers | 2026 | L&I |
| Seattle | $21.30/hr | All employees | 2026 | L&I |
| Tukwila | $21.65/hr | 15+ employees worldwide, $2M+ Tukwila gross revenue, or covered franchise/network | 2026 | L&I |
Note: Rates for Bellingham, Burien, King County (unincorporated), SeaTac, Seattle, and Tukwila are annual rates effective through December 31, 2026. Everett and Renton increase on July 1, 2026. Source: Washington L&I local minimum wage rates.
The Washington minimum wage rule
Washington's statewide minimum wage is $17.13 per hour, effective January 1, 2026. The rate is set each year under RCW 49.46.020 through a cost-of-living adjustment (COLA) based on the federal Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). L&I announces the new rate by September 30, and it takes effect the following January 1. The 2026 rate was announced September 30, 2025.
Governing rate: higher of state or local
When a worker is employed within one of the eight local jurisdictions, the employer must pay whichever rate — state or local — is higher. No employer may average or blend rates; each hour of work is paid at the governing rate for that location. The calculator on this page applies this rule automatically: it computes gross pay using the maximum of the state rate and the selected local rate.
No tip credit in Washington
Washington does not allow a tip credit. Under RCW 49.46.020, tipped employees must receive the full minimum wage — state or local, whichever is higher — before any tips are counted. An employer may not apply tips toward the minimum wage obligation. This is distinct from many other states that allow a reduced base wage for tipped workers.
Washington overtime: weekly only
Washington requires overtime pay at 1.5 times the regular rate only after 40 hours in a workweek (RCW 49.46.130). There is no daily overtime threshold for most Washington employees. The same rate that governs minimum wage — higher of state or applicable local rate — is also the floor for computing the overtime regular rate, though overtime typically applies to the employee's actual rate of pay.
The COLA process
Washington's minimum wage adjusts automatically each January 1. L&I computes the change using the CPI-W index for the 12 months ending August 31, announces the new rate on or before September 30 of the preceding year, and the rate takes effect on January 1 of the following year. If the CPI-W declines, the rate is not reduced; it stays the same. This means the Washington minimum wage can only stay flat or increase — it never decreases.
Everett and Renton: mid-year rate steps
Two jurisdictions step their rates mid-year in 2026. Renton's rate for 15–500 employee employers increases from $20.57 to $21.57 on July 1, 2026 (matching the 500+ employer rate). Everett's rate for 15–499 employee employers increases from $18.77 to $19.77 on July 1, 2026. The calculator reads today's date and applies the correct tier automatically.
How L&I enforces wage claims
Washington workers who believe they are being paid below the applicable minimum wage may file a wage complaint with the Washington State Department of Labor & Industries, Employment Standards program. Claims can be filed online, by mail, or in person at any L&I office. L&I investigates the claim and may order back wages, interest, and penalties. The employer has the burden to produce payroll records. More information is at lni.wa.gov — Wage Complaint.
Worked examples
Example 1: statewide rate, 40 hours
Jurisdiction = Washington statewide Hours worked = 40 Governing rate = $17.13/hr (state floor) Regular pay = 40 × $17.13 = $685.20Overtime = none (exactly 40 hours) Estimated gross = $685.20
Example 2: Seattle rate, 40 hours
Jurisdiction = Seattle (all employees) Hours worked = 40 State rate = $17.13/hr Seattle local rate = $21.30/hr (higher) Governing rate = $21.30/hr (local governs) Regular pay = 40 × $21.30 = $852.00 Overtime = none Estimated gross = $852.00
Example 3: Burien, 500+ employees, 45 hours
Jurisdiction = Burien (500+ employees) Hours worked = 45 State rate = $17.13/hr Burien local rate = $21.63/hr (higher) Governing rate = $21.63/hr (local governs) Regular pay = 40 × $21.63 = $865.20 Overtime hours = 5 Overtime pay = 5 × $21.63 × 1.5 = $162.23 Estimated gross = $1,027.43
Example 4: Everett (15–499 employees) — before July 1, 2026
Jurisdiction = Everett (15–499 employees) Date window = Jan 1 – Jun 30, 2026 Hours worked = 40 Governing rate = $18.77/hr (Everett local Jan–Jun tier) Regular pay = 40 × $18.77 = $750.80 Estimated gross = $750.80
Example 5: Everett (15–499 employees) — on or after July 1, 2026
Jurisdiction = Everett (15–499 employees) Date window = Jul 1 – Dec 31, 2026 Hours worked = 40 Governing rate = $19.77/hr (Everett local Jul–Dec tier) Regular pay = 40 × $19.77 = $790.80 Estimated gross = $790.80
What this does not determine
- Whether a specific worker or employer is exempt from the Washington Minimum Wage Act or the applicable local ordinance.
- Overtime for workers whose actual rate of pay exceeds the minimum wage — this calculator estimates gross pay at the governing minimum, not at the employee's negotiated rate.
- Meal breaks, rest breaks, or other leave entitlements.
- Paid sick leave accrual — use the Washington Paid Sick Leave calculator.
- Workers covered by a collective-bargaining agreement that may set different terms.
- Local ordinance details beyond the rate itself (scheduling requirements, benefits obligations, enforcement agency contacts differ by city).
- Sub-minimum wages for workers with disabilities under certificates, youth sub-minimum programs, or training wages — none is verified in the registry for Washington.
Sources and verification
The statewide rate of $17.13 effective January 1, 2026 is sourced from Washington L&I — Minimum Wage. All eight local rates, employer-size conditions, and date windows are sourced from Washington L&I — Local Minimum Wage Rates. The no-tip-credit rule is confirmed from Washington L&I — Minimum Wage (tip credit). The COLA process and RCW citation are from the same L&I page. No rate, date, or dollar figure on this page was invented or estimated; all values come directly from the verified registry. See the site's methodology for how rules become tested calculator logic.