Did you know that failure to pay your employees at least the state minimum wage is one of the most common wage and hour violations? Employers can be subject to significant penalties due to this basic oversight.
As the new year approaches, now is the time to review minimum wage rate increases by state for 2023. Be sure to review if and when your state’s minimum wage is increasing by checking our 2023 minimum wage chart.
Even if your state did not technically announce a new minimum wage rate for 2023, some states have their minimum wage rate indexed to inflation, which triggers an automatic increase in the state minimum wage.
The below information reflects minimum wage rates set at the state level, and includes rate increases effective January 1, 2023 unless otherwise noted. Please be aware that your particular city or county may set minimum wage rates that differ from the state level, and that your particular state, city, or county may have increases set for later in 2023 which will be noted next to the anticipated rate if applicable. Please also note the below reflects the minimum wage for non-tipped employees.
| State | 2022 | 2023 |
| Alabama | $7.25 | $7.25 |
| Alaska | $10.34 | $10.85 |
| Arizona | $12.80 | $13.85 |
| Arkansas | $11.00 | $11.00 |
| California* | $15.00 | $15.50 |
| Colorado | $12.56 | $13.65 |
| Connecticut | $14.00 | $15.00 (effective 6/1/23) |
| Delaware | $10.50 | $11.75 |
| District of Columbia | $15.20 | $15.20 |
| Florida | $11.00 | $12.00 (effective 9/30/23) |
| Georgia | $7.25 | $7.25 |
| Hawaii | $10.10 | $12.00 (effective 10/1/22) |
| Idaho | $7.25 | $7.25 |
| Illinois | $12.00 | $13.00 |
| Indiana | $7.25 | $7.25 |
| Iowa | $7.25 | $7.25 |
| Kansas | $7.25 | $7.25 |
| Kentucky | $7.25 | $7.25 |
| Louisiana | $7.25 | $7.25 |
| Maine | $12.75 | $13.80 |
| Maryland | $12.50 | $13.25 |
| Massachusetts | $14.25 | $15.00 |
| Michigan | $9.87 | $12.00 (effective 2/19/23) |
| Minnesota** | $10.33 | $10.59 |
| Mississippi | $7.25 | $7.25 |
| Missouri | $11.15 | $12.00 |
| Montana | $9.20 | $9.95 |
| Nebraska | $9.00 | $10.50 |
| Nevada | $9.50 | $10.50 (if offer specialized health benefits) $11.25 (all others) (effective 07/01/23) |
| New Hampshire | $7.25 | $7.25 |
| New Jersey*** | $13.00 | $14.13 |
| New Mexico | $11.50 | $12.00 |
| New York**** | $13.20 | $14.20 |
| North Carolina | $7.25 | $7.25 |
| North Dakota | $7.25 | $7.25 |
| Ohio | $9.30 | $10.10 |
| Oklahoma | $7.25 | $7.25 |
| Oregon***** | $13.50 | $13.50 |
| Pennsylvania | $7.25 | $7.25 |
| Puerto Rico | $8.50 | $9.50 (effective 07/01/23) |
| Rhode Island | $12.25 | $13.00 |
| South Carolina | $7.25 | $7.25 |
| South Dakota | $9.95 | $10.80 |
| Tennessee | $7.25 | $7.25 |
| Texas | $7.25 | $7.25 |
| Utah | $7.25 | $7.25 |
| Vermont | $12.55 | $13.18 |
| Virginia | $11.00 | $12.00 |
| Washington | $14.49 | $15.74 |
| West Virginia | $8.75 | $8.75 |
| Wisconsin | $7.25 | $7.25 |
| Wyoming | $7.25 | $7.25 |
* CALIFORNIA: $15.50 rate in 2023 applies to all employers in California regardless of employee count (rate in 2022 applied only to employers with 26 or more employees).
** MINNESOTA: Listed rate is for large employers. Small employers will have a minimum wage of $8.63 per hour.
*** NEW JERSEY: Listed rate is for employers with 7 or more employees; employers with 6 or fewer employees or seasonal employees will have a minimum wage of $12.70. Also, seasonal and small employers were given until 2026 to pay their workers $15 per hour to lessen the impact on their businesses. The minimum hourly wage for these employees will increase to $12.93/hour on Jan. 1, up from $11.90.
**** NEW YORK: Listed rate is for most employers in New York State. New York City and Long Island and Westchester Counties have a minimum wage of $15.00.
***** OREGON: Listed rate is the standard state wage of $13.50 per hour. The minimum wage in the Portland Metro Area is $14.75 per hour and the minimum wage in Nonurban counties is $12.50 per hour. More info >>
Disclaimer: The information contained herein is not intended to be construed as legal advice, nor should it be relied on as such. Employers should closely monitor the rules and regulations specific to their jurisdiction(s) and should seek advice from counsel relative to their rights and responsibilities.