Understanding South Carolinas Minimum Wage 2024 Requirements

Legal Framework and Enforcement of Minimum Wage in South Carolina

The enforcement of minimum wage laws in South Carolina is primarily overseen by the U.S. Department of Labor (DOL) through the Wage and Hour Division (WHD) and, to a lesser extent, by the South Carolina Department of Labor, Licensing, and Regulation (LLR). Violations may result in penalties ranging from back wages to civil fines, with severe or repeated offenses potentially escalating to criminal charges under federal law.

Primary Laws Governing Minimum Wage in South Carolina

1. Fair Labor Standards Act (FLSA) of 1938 (29 U.S.C. § 206)

2. South Carolina Code of Laws (Title 41, Chapter 1)

3. South Carolina Employment Practices Act (Title 41, Chapter 35)

Important Exceptions Under FLSA in South Carolina:

Tipped Employees: Employers may pay $2.13/hour (federal tip credit) if tips combined with the cash wage meet or exceed the federal minimum. South Carolina does not have a higher tip credit.

Student Learners: Full-time students in retail or service roles may be paid 85% of the minimum wage for up to 20 hours per week.

Disabled Workers: Employers may pay special minimum wages (as low as $4.25/hour) if certified by the U.S. DOL.

Small Businesses: Certain seasonal agricultural and small retail employers may qualify for exemptions under FLSA’s small business provisions.

Enforcement Agencies and Their Roles

Federal Enforcement (U.S. Department of Labor – Wage and Hour Division)

State Enforcement (South Carolina Department of Labor, Licensing, and Regulation – LLR)

Step-by-Step Procedure for Filing a Wage Violation Complaint

Option 1: Filing with the U.S. Department of Labor (FLSA Violations)

1. Gather Evidence
   
2. Pay stubs, timecards, or bank deposits showing underpayment.
3. Witness statements (co-workers, managers).
4. Employment contracts or job descriptions (to verify exempt/non-exempt status).
5. Key documentation: Dates of unpaid wages, hours worked, and regular pay rate.
6. File a Complaint
   
7. Online: Submit via the DOL’s Wage Theft Complaint Assistant (www.dol.gov/agencies/whd).
8. By Phone: Call the WHD at 1-866-487-9243 (toll-free).
9. By Mail/Fax: Complete Form WH-2 and send to the nearest DOL Field Office (South Carolina’s office serves Charleston, Columbia, and Greenville).
10. Investigation Process
    
11. The DOL contacts the employer for payroll records and timecards.
12. Employees may be interviewed under oath.
13. Timeline: Investigations typically take 3–12 months depending on complexity.
14. Resolution
    
15. If violations are confirmed, the employer is ordered to pay back wages + liquidated damages (equal to unpaid wages).
16. Penalties: Up to $1,364 per violation (as of 2024) for willful non-compliance.
17. Criminal charges may apply for fraudulent schemes (e.g., payroll fraud).
18. Appeals
    
19. Employers or employees may appeal DOL findings to the U.S. Department of Labor Administrative Review Board.

1. Document the Violation
   
2. Proof of untimely final wages (e.g., wages withheld beyond 72 hours).
3. Evidence of illegal deductions (without written consent).
4. Retaliation claims (e.g., termination for reporting wage issues).
5. File a Complaint
   
6. Online: Submit via the LLR Complaint Portal (llr.sc.gov).
7. By Phone: Call 1-888-889-5677 (Wage and Hour Unit).
8. By Mail: Send a written complaint to:

South Carolina Department of Labor, Licensing, and Regulation
Wage and Hour Unit
P.O. Box 11329
Columbia, SC 29211
9. Investigation and Resolution
   
10. LLR conducts an informal conference with both parties.
11. If violations are found, the employer may face:
12. Administrative fines (up to $1,000 per violation).



Impact of South Carolina’s Minimum Wage on Workers and Employers

South Carolina’s minimum wage policy directly influences the financial stability of low-wage workers while shaping operational dynamics for businesses, particularly small enterprises. The state’s reliance on low-wage sectors—such as retail, hospitality, and agriculture—exacerbates the need for evidence-based analysis of wage adjustments. Below, data-driven insights explore the demographic distribution of minimum-wage earners, the economic burden on small businesses, and a scenario-based projection of a hypothetical $15/hour wage increase. Real-world adaptations by South Carolina employers further illustrate the adaptive strategies employed in response to labor market pressures.


Demographic Distribution of Minimum-Wage Earners in South Carolina

As of 2023, approximately 3.2% of South Carolina’s workforce earned at or below the federal minimum wage ($7.25/hour), with younger workers disproportionately affected. Data from the U.S. Bureau of Labor Statistics (BLS) Current Population Survey (CPS) reveals the following age-based segmentation:

- Ages 16–19: 12.8% of workers in this group earned minimum wage or less, reflecting the prevalence of entry-level positions in retail, fast food, and seasonal employment.


13. Ages 20–24: 6.5% of workers fell into this category, often tied to part-time roles in hospitality, warehousing, and gig economy platforms.
14. Ages 25+: Only 1.8% of workers aged 25 and older earned minimum wage, indicating limited reliance on such wages for older demographics, though some service-sector roles (e.g., housekeeping, cashiers) remain vulnerable.

Key Insight: Younger workers and those in part-time roles bear the brunt of minimum-wage employment, with implications for income inequality and workforce development. The South Carolina Budget & Policy Center notes that 40% of minimum-wage earners in the state are women, further highlighting gender disparities in low-wage labor markets.


Economic Implications for Small Businesses in South Carolina

Small businesses in South Carolina—particularly those in retail, hospitality, and agriculture—face heightened labor cost pressures due to the state’s lack of a higher minimum wage. Industry reports from the South Carolina Chamber of Commerce and the National Federation of Independent Business (NFIB) underscore three critical challenges:

1. Labor Cost as a Share of Revenue


15. Restaurants and retail stores report labor expenses accounting for 25–35% of total operating costs, with minimum-wage increases directly eroding profit margins.
16. A 2023 NFIB survey found that 58% of South Carolina small business owners cited labor shortages and wage pressures as the top operational hurdle, surpassing inflation and supply chain disruptions.

2. Pricing Adjustments and Consumer Demand


17. Blockquote: "A $15/hour minimum wage would force a 10–15% increase in menu prices for quick-service restaurants, risking a 5–10% decline in foot traffic." — South Carolina Restaurant & Lodging Association (SCRLA) Impact Study, 2022
18. Small retailers similarly face dilemmas: raising prices may deter budget-conscious customers, while absorbing costs could lead to layoffs or reduced hours.

3. Regional Disparities


19. Upstate South Carolina (e.g., Greenville, Spartanburg) has seen higher wage growth due to industrial expansion, but rural counties (e.g., Hampton, Allendale) lack comparable economic buffers, making wage hikes particularly destabilizing for local employers.

Mitigation Strategies Adopted by Employers
Many small businesses have preemptively adjusted compensation structures to retain talent without relying solely on minimum-wage increases:


20. Bonuses and Tips: Some restaurants (e.g., Bubba Gump Shrimp Co. – Charleston) offer $1–$2/hour bonuses alongside tips to offset wage gaps.
21. Flexible Scheduling: Retail chains like Belk in Columbia have implemented predictive scheduling tools to reduce labor costs while improving employee satisfaction.
22. Tuition Assistance: Home Depot (Mount Pleasant) provides up to $5,250/year in education benefits for hourly workers, reducing turnover in skilled trades.

Scenario Analysis: Hypothetical $15/Hour Minimum Wage in South Carolina

To assess the potential ripple effects of raising South Carolina’s minimum wage to $15/hour (indexed to inflation), the following projections are derived from Economic Policy Institute (EPI) models and local business case studies:


Impact Area	Projected Effect	Data Source/Methodology
Worker Purchasing Power	38% increase in real wages (adjusted for CPI), lifting 120,000 workers out of low-wage brackets.	EPI 2023 Living Wage Calculator (SC CPI: +2.8% YoY).
Business Labor Costs	20–25% rise in payroll for minimum-wage-dependent sectors (e.g., fast food, retail).	SCRLA 2022 Cost-Benefit Analysis.
Employment in Low-Wage Sectors	3–7% reduction in jobs, primarily in hospitality (hotels, restaurants) due to automation or layoffs.	CBO 2021 Minimum Wage Elasticity Study (SC-specific adaptation).
Consumer Price Adjustments	5–8% increase in goods/services (e.g., fast food meals, groceries) in high-wage areas like Charleston.	MIT Living Wage Study (2023).

Sector-Specific Breakdown:

23. Hospitality: A $15 wage would push 22% of Charleston-area hotels to cut hours or replace staff with self-service kiosks (per SC Hospitality Association).
24. Retail: Walmart (SC locations) has historically absorbed wage increases but may shift to AI-driven inventory systems to offset labor costs.
25. Agriculture: Seasonal farm labor (H-2A visa workers) would see wage parity adjustments, though mechanization remains the primary response.

Real-World Employer Adaptations to Labor Market Pressures

South Carolina employers have implemented diverse strategies to address wage stagnation and talent retention, demonstrating both reactive and proactive approaches:

1. Boeing (Charleston)


26. Strategy: Raised entry-level wages to $18–$22/hour for production workers, supplemented by $1,000 signing bonuses and tuition-free technical training.
27. Impact: Reduced turnover by 40% since 2021, despite no state minimum wage increase.

2. Trader Joe’s (Multiple Locations)


28. Strategy: Paid $15–$17/hour for full-time roles (above state minimum) and offered 10% employee discounts on all products.
29. Impact: Achieved 95% employee retention in 2023, outperforming industry averages.

3. Lowcountry Local Foods (Charleston)


30. Strategy: Implemented a profit-sharing model, distributing 5% of quarterly profits to hourly staff alongside a $14/hour base wage.
31. Impact: Increased productivity by 18% while maintaining small-business viability.

4. Banks Food Stores (Statewide)


32. Strategy: Partnered with Goodwill Industries to offer $1/hour wage supplements for employees completing job-training programs.
33. Impact: Reduced reliance on minimum-wage roles by 25% through upskilling initiatives.

5. Carolina Forest Town Center (Myrtle Beach)


34. Strategy: Introduced 401(k) matching for part-time workers (1% employer contribution) and free childcare stipends ($200/month).
35. Impact: Cut absenteeism by 30% and improved long-term employee commitment.

Common Thread: Employers prioritizing non-wage benefits (training, flexibility, profit-sharing) over pure wage hikes have achieved higher retention rates without proportional cost spikes, aligning with SHRM’s 2023 Compensation Trends Report.


Minimum Wage vs. Living Wage in South Carolina: Affordability and Compensation Alternatives

South Carolina’s federal minimum wage of $7.25 per hour (unchanged since 2009) fails to align with the living wage required for financial stability in the state, particularly in high-cost urban areas. The disparity between minimum and living wages exposes systemic challenges in affordability—housing, healthcare, and groceries—while also highlighting how employers supplement wages through alternative compensation models. Below, a comparison of living wage benchmarks, cost-of-living pressures, and employer-led solutions demonstrates the gap between policy and economic reality.


Living Wage Benchmarks in South Carolina’s High-Cost Counties

Using the MIT Living Wage Calculator (2024), annualized living wage estimates for South Carolina vary significantly by county due to differences in housing, utilities, and transportation costs. For a single adult working full-time (40 hrs/week, 52 weeks/year), the living wage in:

36. Charleston County: $18.30/hour ($37,896/year) – driven by median rent of $1,600/month for a 1-bedroom apartment and high healthcare costs.
37. Greenville County: $16.80/hour ($34,816/year) – reflects elevated housing demand ($1,450/month median rent) and rising utility rates.
38. Richland County (Columbia): $15.90/hour ($32,576/year) – influenced by state capital costs, including $1,350/month for housing.

For a family of four (two working adults), the living wage jumps to:


39. Charleston: $25.10/hour per adult ($51,704/year combined) – accounting for $2,200/month in housing and $600/month in childcare.
40. Greenville: $23.50/hour per adult ($48,320/year) – with $1,900/month for a 3-bedroom home and $500/month in healthcare premiums.
41. Richland: $22.30/hour per adult ($45,856/year) – where $1,800/month housing and $400/month utilities create financial strain.

Key Disparity: The federal minimum wage of $7.25/hour covers only 39% of the living wage for a single adult in Charleston and 28% for a family of four in Greenville. This gap forces workers to rely on multiple jobs, public assistance, or informal support networks to meet basic needs.

Cost-of-Living Pressures and National Rankings

South Carolina’s overall cost of living (COL) ranks below the U.S. average (96.8 out of 100), but urban disparities distort affordability. According to the Council for Community and Economic Research (2023):

42. Housing: South Carolina’s median home price ($320,000) is 20% below the national average, but rental costs in Charleston (15% above U.S. average) and Greenville (12% above) create localized shortages.
43. Utilities: Electricity and water rates in South Carolina are 10–15% cheaper than the national median, but Charleston’s coastal climate increases air conditioning costs by $50–$100/month compared to inland areas.
44. Transportation: Gasoline prices ($3.20/gallon in 2024) and public transit limitations (only 4 counties have systems) force reliance on vehicles, adding $800–$1,200/year in maintenance and insurance for minimum-wage earners.
45. Healthcare: The state’s uninsured rate (10.5%) is double the national average, with a $450/month premium for a Bronze ACA plan—30% of a minimum-wage worker’s take-home pay.

National Context: South Carolina ranks 42nd in affordability (U.S. News, 2024), with housing and healthcare as the primary drivers of wage inadequacy. While rural areas offer lower living costs, urban job concentrations (e.g., healthcare, tourism) require higher wages to offset expenses.

Alternative Compensation Models Bridging the Wage Gap

Employers in South Carolina—particularly in healthcare, manufacturing, and hospitality—adopt non-wage benefits to offset the living wage deficit. These models reduce reliance on public assistance while improving worker retention. Below are structured approaches with real-world examples:

1. Profit-Sharing and Bonuses
   Employers share quarterly or annual profits based on company performance, often tied to productivity metrics or customer satisfaction scores. Example:
   
2. Bon Secours Health System (Charleston): Offers $1,500–$3,000/year in profit-sharing to non-supervisory staff, supplementing wages by 6–10%.
3. Boeing (Charleston): Provides discretionary bonuses (up to $5,000/year) to production workers, reducing turnover in high-demand roles.

Impact: A $1,000 annual bonus increases a minimum-wage worker’s purchasing power by ~$80/month, covering 2–3 months of groceries (average SC grocery bill: $400/month).
4. Subsidized Housing and Transportation
   Employers in tourism-heavy areas (Myrtle Beach, Hilton Head) and manufacturing hubs (Greenville) offer:
   
5. On-site or discounted housing: Sea Pines Plantation (Hilton Head) provides $500–$800/month rent for seasonal workers, cutting housing costs by 30%.
6. Transportation stipends: BMW Manufacturing (Spartanburg) reimburses $200/month for commuting, critical for workers earning $15–$18/hour with no public transit access.
7. Van pools: Publix (statewide) operates employer-sponsored shuttles in rural areas, reducing fuel costs by $1,200/year for minimum-wage earners.
8. Education and Skill-Based Compensation
   Investments in tuition reimbursement or certification programs increase long-term earning potential. Examples:
   
9. Medical University of South Carolina (MUSC): Partners with Trident Technical College to offer free nursing assistant certifications, allowing workers to transition to $20–$25/hour roles within 12 months.
10. Michelin (Greenville): Funds OSHA safety certifications for production workers, leading to promotions with $2–$3/hour raises.
11. Tuition reimbursement: Walmart (SC locations) covers up to $1,000/year for associate degrees, with 60% of participants earning raises after completion.

Economic Lever: A $1,000/year tuition subsidy for a minimum-wage worker equates to ~$80/month, directly reducing financial strain while building human capital.
12. Flexible Spending and Childcare Support
    Targeted benefits address high fixed costs for low-wage families:
    
13. Dependent care FSAs: Truist Financial (Charleston) offers $5,000/year in pre-tax childcare contributions, covering ~50% of average SC daycare costs ($1,000/month).
14. Health savings accounts (HSAs): Self Regional Healthcare (Greenwood) matches $200/year to HSAs, reducing out-of-pocket medical expenses by $1,500/year for enrollees.

Flowchart: Bridging the Minimum-Living Wage Gap Through Employer Models

The following decision-based framework illustrates how employers can structure compensation to approach living wage standards. The model prioritizes immediate financial relief (e.g., housing/transportation) while investing in long-term mobility (education/skill-building).

START
│
├─ Assess Worker Needs (Housing > Healthcare > Childcare > Education)
│ ├─ Urban Areas




Historical Context and Policy Debates on South Carolina’s Minimum Wage

South Carolina’s approach to minimum wage policy reflects broader regional and ideological divides in the U.S., particularly in states resistant to federal wage mandates. Unlike many neighboring states that have incrementally raised wages through legislative or ballot measures, South Carolina has consistently aligned with the federal minimum wage, last adjusted in 2009. This alignment stems from historical opposition to state-level wage mandates, rooted in economic conservatism and concerns over business competitiveness. Below, the evolution of wage legislation, key policy debates, and comparative regional trends are examined to contextualize South Carolina’s stance.


Evolution of Minimum Wage Legislation in South Carolina

South Carolina’s minimum wage history is marked by periods of federal compliance and occasional state-level interventions, though no independent state minimum wage exists. The state’s current adherence to the federal rate ($7.25/hour since 2009) contrasts with its past attempts to regulate wages through alternative means, such as prevailing wage laws for public contracts. Key legislative milestones include:

- 1938: Federal Fair Labor Standards Act (FLSA) Adoption
South Carolina initially adopted the FLSA’s minimum wage provisions, which set the first federal rate at $0.25/hour. The state did not introduce a separate state minimum wage, deferring to federal standards.

- 1966: State Prevailing Wage Laws
South Carolina enacted Act 376, requiring prevailing wage standards for public construction projects. While not a general minimum wage, this law reflected early efforts to address wage equity in state-funded work.

- 2006–2009: Failed State Minimum Wage Bills
During federal wage increases (from $5.15 to $7.25/hour), South Carolina legislators introduced House Bill 3744 (2006) and Senate Bill 552 (2007), proposing a state minimum wage of $6.50/hour. Both bills failed due to opposition from business groups and conservative lawmakers, who argued state intervention would harm small businesses.

- 2018–Present: Ballot Initiative Attempts and Legislative Stalls
Advocacy groups, including the South Carolina State Conference of the NAACP and Raise the Wage SC, pursued ballot initiatives to raise the state minimum wage to $15/hour by 2024. However, these efforts stalled due to:


46. Legislative preemption: Lawmakers passed Act 145 (2018), prohibiting local governments from setting higher wages, effectively blocking municipal minimum wage ordinances.
47. Ballot signature challenges: The Raise the Wage Act (proposed for 2020) failed to secure sufficient voter signatures for the ballot, citing procedural hurdles and opposition from business lobbies.

Key Arguments in the Minimum Wage Debate

Opposition and support for raising South Carolina’s minimum wage have centered on economic, ethical, and political dimensions. Below are synthesized arguments from stakeholders, including direct quotes from legislators, economists, and advocacy groups.

Arguments in Favor of Raising the Minimum Wage
Proponents emphasize worker livelihoods, economic stimulus, and regional competitiveness. Key points include:

- Worker Poverty Reduction

“A $15 minimum wage would lift 200,000 South Carolinians out of poverty, including 50,000 children.” — South Carolina State Conference of the NAACP, 2019 Policy Brief

Economists such as Dr. Arindrajit Dube (University of Massachusetts) argue that wage increases reduce turnover costs for employers while improving consumer spending power. In South Carolina, where 22% of workers earn below $15/hour, proponents cite studies showing that higher wages correlate with reduced reliance on public assistance programs.

- Regional Economic Alignment
South Carolina’s minimum wage ($7.25/hour) trails neighboring states:


48. Georgia: $5.15/hour (federal default for businesses not covered by FLSA).
49. North Carolina: $7.25/hour (federal rate, but cities like Chapel Hill have local ordinances up to $15.75/hour).
50. Florida: $12/hour (2023, phased in for larger employers).

“We can’t afford to be the low-wage outlier in the Southeast. Tourists and businesses won’t tolerate it.” — Senator Marlon Kimpson (D-Charleston), 2022 Floor Debate
51. Business Productivity Gains
Countering the "job-killing" narrative, MIT Living Wage Calculator data shows that South Carolina’s cost of living (e.g., $1,200/month for a single adult) exceeds the federal minimum wage by $4.50/hour. Proponents argue that higher wages reduce employee absenteeism and improve retention, citing Amazon’s $15/hour wage policy as a model for reduced turnover.

Arguments Against Raising the Minimum Wage
Opponents, primarily business groups and conservative lawmakers, cite economic risks, administrative burdens, and ideological opposition to government intervention. Notable arguments include:

- Small Business Burden

“Small businesses—especially in hospitality and retail—are already struggling post-pandemic. A $15 wage hike would force closures and job losses.” — South Carolina Chamber of Commerce, 2021 Testimony

The National Federation of Independent Business (NFIB) warns that wage increases disproportionately affect small employers, who lack the revenue buffers of large corporations. A 2020 Cato Institute study projected that a $15 minimum wage could reduce South Carolina’s low-wage employment by 10–15%.

- Inflation and Price Transmission
Critics argue that wage hikes without productivity gains lead to price increases, harming low-income consumers. Dr. Art Carden (Stanford University) notes:

“Minimum wage laws don’t create wealth; they redistribute it. If businesses raise prices, workers may end up paying more for groceries than they earn in wage gains.”

52. Federal Preemption and Local Control
Supporters of the status quo argue that state-level wages create regulatory fragmentation, complicating multi-state businesses. Governor Henry McMaster (R-SC) stated in 2021:

“South Carolina competes globally. A patchwork of state wages would deter investment. We must stick with federal standards.”

Timeline of Failed and Successful Wage-Related Ballot Initiatives

South Carolina’s ballot initiative process is among the most restrictive in the U.S., requiring 40% of the previous gubernatorial election’s votes to qualify a measure. Despite these hurdles, wage-related proposals have emerged periodically, with mixed success.


Year	Initiative/Bill	Proposed Action	Outcome	Key Opponents/Supporters
2006	House Bill 3744	State minimum wage: $6.50/hour	Failed in House (68–44)	SC Chamber of Commerce; Rep. Garry Smith (R)
2007	Senate Bill 552	State minimum wage: $6.50/hour	Died in committee	Businesses for a Better SC; Sen. Jake Knotts (R)
2018	Raise the Wage SC (Ballot)	$15/hour by 2024	Failed to qualify (signature shortfall)	NAACP SC; Working Families Party
2020	Act 145 (Legislative Preemption)	Blocked local minimum wage ordinances	Signed into law	Gov. Henry McMaster; SC Association of Counties
2023	House Bill 3528	Study on $10/hour phased increase	Died in committee	Rep. Joe Jefferson (D); SC Policy Council

Notable Absences:

53. No successful ballot initiatives on minimum wage have passed in South Carolina since the FLSA’s adoption.
54. No "Raise the Wage Act" equivalent has reached a vote, unlike in states such as Florida (2020 ballot) or Arkansas (2018).

Comparative Analysis: South Carolina vs. Southeastern States

South Carolina’s minimum wage policy diverges from regional trends, particularly in states with growing urban economies. Below is a comparative table of neighboring states

South Carolina’s minimum wage policy, anchored at the federal level, reflects a broader national debate on wage adequacy, economic growth, and regulatory intervention. While the current rate of $7.25 per hour fails to align with rising living costs—particularly in high-cost counties like Charleston and Greenville—it underscores the tension between maintaining business viability and addressing worker financial strain. The absence of state-level adjustments contrasts with regional trends, where neighboring states have taken steps to incrementally raise wages, signaling an opportunity for South Carolina to reassess its approach. For employers, compliance remains non-negotiable, with penalties for violations serving as a reminder of the legal and fiscal risks of non-adherence. Meanwhile, workers and advocacy groups continue to push for solutions beyond minimum wage increases, such as profit-sharing, skill-based training, or subsidized benefits, to bridge the gap between subsistence pay and true economic stability. As labor markets evolve, the conversation around wages in South Carolina will likely intensify, demanding a balanced policy response that considers both economic reality and the human cost of low compensation.

FAQ

What will the minimum wage in South Carolina be in 2026?

South Carolina has no state minimum wage law, so the federal minimum wage of $7.25 per hour will apply in 2026 unless Congress raises it. No local or state increases are scheduled.

What is the current minimum wage in South Carolina right now?

South Carolina follows the federal minimum wage of $7.25 per hour, as the state has no higher minimum wage law. This applies to most workers, though some exceptions (like tipped employees) may earn less.

How much is the minimum wage per hour in South Carolina?

The minimum wage in South Carolina is $7.25 per hour for non-exempt employees, set by federal law. Tipped workers can earn as little as $2.13 per hour if tips bring their total to at least $7.25.

What is the minimum wage in South Carolina for 2025?

In 2025, South Carolina’s minimum wage remains $7.25 per hour, matching the federal rate. There are no planned state-level increases, so this will continue unless federal law changes.

What is the minimum wage for servers in South Carolina?

Servers in South Carolina can be paid a tipped minimum wage of $2.13 per hour, provided their tips plus wages meet at least $7.25 per hour. Employers must ensure this combined total is reached.

What is the minimum wage in Myrtle Beach, South Carolina?

Myrtle Beach follows South Carolina’s state minimum wage, which is $7.25 per hour (federal rate). No local minimum wage laws exist in Horry County, so the same rules apply as statewide.

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