What Is Minimum Wage Washington State 2024 Explained

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Washington State’s minimum wage stands as a cornerstone of economic equity, reflecting both legislative progress and regional economic realities. As of 2024, the state has implemented one of the highest minimum wage structures in the nation, with distinct tiers for Seattle, King County, and the rest of the state—each designed to address local cost-of-living disparities. This framework not only underscores Washington’s commitment to fair compensation but also serves as a model for balancing labor rights with business sustainability. Understanding these rates requires examining their historical evolution, legal foundations, and broader economic implications for workers and employers alike.

The minimum wage in Washington State is governed by a combination of state statutes and voter-approved initiatives, creating a dynamic system that adapts to inflation and regional demands. Unlike federal standards, which remain stagnant at $7.25 per hour, Washington’s approach prioritizes periodic adjustments tied to economic indicators, ensuring wages keep pace with rising living costs. This distinction has positioned the state at the forefront of labor policy debates, particularly in how it reconciles progressive wage goals with the operational challenges faced by small businesses. For workers, employers, and policymakers, grasping these nuances is essential to navigating the complexities of compensation in an ever-changing economic landscape.

what is the minimum wage in washington state

Current Minimum Wage Rates in Washington State (2024)

Washington State has implemented a progressive minimum wage structure that exceeds federal standards, with distinct rates for non-tipped and tipped employees. As of January 1, 2024, the state’s minimum wage is among the highest in the nation, reflecting legislative efforts to address cost-of-living increases and regional economic disparities. The rates vary by jurisdiction—Seattle/King County maintains a higher threshold than the rest of the state—while tipped workers receive a separate, lower base wage supplemented by employer-provided tips. These adjustments are governed by Washington State’s Initiative Measure No. 77 (2014) and subsequent amendments, ensuring compliance with both state and federal labor laws.

The following sections outline the exact wage figures for 2024, projected changes for 2025, and the legal framework underpinning these rates. A comparative table summarizes the differences between statewide and regional (Seattle/King County) standards, along with key legislative notes.

Non-Tipped and Tipped Minimum Wage Rates by Jurisdiction

Washington State’s minimum wage is determined by geographic area, with Seattle and King County (excluding Seattle) operating under higher thresholds than the rest of the state. The tipped minimum wage applies to employees who regularly receive tips, such as servers, bartenders, and hairdressers, and is calculated as a percentage of the non-tipped rate. Employers must ensure that combined tips and wages meet or exceed the non-tipped minimum wage.

Below is a structured comparison of the minimum wage rates for 2023, 2024, and projected 2025, including adjustments for inflation and legislative updates:

Year Non-Tipped Minimum Wage (Statewide) Non-Tipped Minimum Wage (Seattle/King County) Tipped Minimum Wage (Statewide) Tipped Minimum Wage (Seattle/King County) Notes
2023 $16.28/hour $18.69/hour (Seattle)
$17.28/hour (King County)		 $11.00/hour (100% of tips required to cover difference) $10.00/hour (Seattle)
$9.70/hour (King County)		 Annual inflation adjustment (1.07%) applied per RCW 49.46.120.
2024 $16.75/hour $19.97/hour (Seattle)
$18.07/hour (King County)		 $11.75/hour (100% of tips required) $10.75/hour (Seattle)
$10.50/hour (King County)		 Automatic inflation adjustment (3.4%) based on 2023 Consumer Price Index (CPI). Tipped wage remains at 60% of non-tipped rate.
2025 (Projected) $17.75/hour (est.) $21.00/hour (est., Seattle)
$19.10/hour (est., King County)		 $12.75/hour (est.) $11.75/hour (est., Seattle)
$11.50/hour (est., King County)		 Projected based on 2024 CPI trends. Final rates subject to legislative confirmation.
Key Observations:
  • Seattle’s minimum wage remains the highest in the state, reflecting its status as a high-cost urban center.
  • Tipped wages are calculated as 60% of the non-tipped rate, with employers responsible for ensuring total earnings (wage + tips) meet the non-tipped minimum.
  • Inflation adjustments are applied annually to maintain purchasing power, as mandated by state law.
    • Washington State’s minimum wage is governed by Initiative Measure No. 77 (2014), which established a phased increase to $15/hour by 2020, with further adjustments tied to inflation. Subsequent amendments, including Senate Bill 5298 (2021), expanded coverage to include King County and introduced automatic inflation indexing. These provisions supersede the federal minimum wage of $7.25/hour (established by the Fair Labor Standards Act, FLSA), which applies only to workers not covered by state law.

    Critical Legal Provisions:

  • RCW 49.46.120: Outlines the process for annual inflation adjustments based on the Washington State CPI.
  • RCW 49.46.130: Defines the tipped wage as 60% of the non-tipped rate, with employers liable for the remaining 40% if tips fall short.
  • Wage and Hour Division (WA DOL): Enforces compliance through inspections, penalties for violations (up to $1,000 per violation), and employee reporting mechanisms.

    • Employer Obligations:

  • Posting Requirements: Employers must display the Washington State Minimum Wage Notice in a conspicuous location.
  • Recordkeeping: Maintain payroll records for 3 years, including hours worked, wages paid, and tip reports for tipped employees.
  • Retaliation Prohibitions: Employees reporting wage violations are protected under RCW 49.46.140.

    • Federal vs. State Standards:
    While the FLSA sets a national floor, Washington’s higher rates take precedence. Employers must adhere to the more favorable standard for their employees. For example, a worker in Spokane (statewide rate) earns $16.75/hour, whereas a Seattle-based employee earns $19.97/hour—both exceeding the federal minimum.

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    Washington State’s minimum wage has evolved through a combination of legislative action, ballot initiatives, and phased adjustments, reflecting broader economic and labor policy debates. Unlike federal minimum wage laws, which remain stagnant at $7.25 per hour, Washington’s approach has been characterized by incremental increases tied to inflation, regional economic conditions, and voter-driven mandates. These changes have positioned the state as a national leader in wage equity, though comparisons with neighboring states reveal distinct policy frameworks—particularly regarding regional differentiation and exemptions. Below, a chronological overview of key legislative milestones traces the trajectory of Washington’s minimum wage, while a comparative analysis highlights how its structure diverges from adjacent states.

    Timeline of Key Legislative Milestones

    The progression of Washington’s minimum wage reflects shifting political priorities, labor advocacy, and economic arguments. Below is a structured timeline of pivotal events, including their immediate impacts and the broader social or economic contexts that influenced their passage.
    1. 1998: Statewide Minimum Wage Established

      Legislation/Event: The Washington State Legislature passed Engrossed Substitute House Bill 2352, raising the minimum wage from the federal rate of $5.15/hour to $6.25/hour, effective January 1, 1999.

      Impact: The first state-specific minimum wage in Washington, decoupling from federal rates and setting a precedent for future adjustments. The increase applied uniformly across the state, with no regional variations.

      Context: The push for higher wages aligned with national labor movements of the late 1990s, though it predated the broader "Fight for $15" campaign by over a decade. Business groups raised concerns about potential job losses, though economic data at the time showed minimal disruption.

    2. 2014: Initiative 1433 and the $15/Hour Movement

      Legislation/Event: Voters approved Initiative 1433 (I-1433), a ballot measure proposing a phased increase to $15/hour by 2020 for large employers (those with annual gross sales exceeding $12.5 million) and to $13.50/hour for smaller businesses.

      Impact:

      • Large employers: $11.50/hour (2016) → $15/hour (2020).
      • Small employers: $10.50/hour (2016) → $13.50/hour (2020).
      • Tipped workers: $11.50/hour (2016) → $15/hour (2020), eliminating the subminimum wage for tipped employees.

      Context: I-1433 emerged from the national "Fight for $15" movement, led by labor unions (e.g., SEIU) and supported by progressive advocacy groups. The initiative faced opposition from business coalitions, who argued it would harm small businesses. It passed with 54% voter approval, reflecting broad public support for wage increases.

    3. 2016: Implementation of I-1433 and Regional Adjustments

      Legislation/Event: The Washington State Legislature repealed and replaced I-1433 with Engrossed Second Substitute House Bill 2099 (HB 2099), which retained the $15/hour goal but introduced regional wage tiers based on cost-of-living indices.

      Impact:

      • Seattle: $15/hour by 2017 (fastest implementation due to higher regional index).
      • Rest of King County: $15/hour by 2018.
      • Eastern Washington (outside King/Snohomish counties): $13.50/hour by 2020.
      • Tipped workers: Phased to $15/hour by 2021, with no subminimum wage.

      Context: The shift to regional tiers addressed criticisms that I-1433’s uniform approach would disproportionately burden rural economies. HB 2099 also included annual inflation adjustments for wages exceeding $15/hour, ensuring future increases aligned with economic growth.

    4. 2022: Inflation Adjustments and Exemption Refinements

      Legislation/Event: The Washington State Legislature passed Engrossed House Bill 2202 (HB 2202), which:

      • Increased the minimum wage to $16.28/hour (Seattle), $15.74/hour (King County), and $14.94/hour (rest of WA) (effective January 1, 2023).
      • Adjusted the small business exemption threshold to $20 million in annual gross sales (up from $12.5 million).
      • Mandated annual inflation adjustments for wages above $15/hour, tied to the U.S. City Average Consumer Price Index.

      Impact: The adjustments narrowed the wage gap between urban and rural areas while expanding the pool of businesses subject to higher wages. The inflation linkage ensures wages keep pace with rising costs, a critical feature in the post-pandemic economy.

      Context: HB 2202 reflected bipartisan compromise, with support from labor groups and moderate business associations. Economic studies cited by lawmakers projected minimal job losses, contrary to earlier opposition arguments.

    5. 2024: Current Trajectory and Future Adjustments

      Legislation/Event: The 2024 minimum wage rates (as of January 1, 2024) are:

      • Seattle: $18.69/hour (adjusted from 2023’s $16.28).
      • King County (excluding Seattle): $17.27/hour.
      • Rest of Washington: $16.28/hour.

      Impact: The state’s wage floor now exceeds the federal rate by over 150%, with Seattle’s rate among the highest in the nation. The inflation adjustments ensure wages grow with economic conditions, though critics argue the pace may lag in high-inflation periods.

      Context: Ongoing debates focus on accelerating rural wage growth and potential expansions to cover more workers (e.g., independent contractors). The Washington State Labor Council advocates for further increases, while chambers of commerce emphasize balancing wage hikes with business viability.

    Key Legislative Principle: Washington’s minimum wage policy prioritizes regional equity and inflation responsiveness, distinguishing it from federal stagnation and neighboring states with static or lower rates.

    Comparative Analysis: Washington’s Minimum Wage vs. Neighboring States

    Washington’s approach to minimum wage—characterized by regional tiers, phased increases, and inflation indexing—contrasts sharply with its neighbors. Below, a comparative table outlines the 2024 minimum wage rates, policy differences, and upcoming adjustments for Oregon, Idaho, and British Columbia (included for regional context).

    Impact of Washington State’s Minimum Wage on Workers and Employers

    Washington State’s progressive minimum wage policy, which reached $16.28 per hour in 2024 for large employers, has generated measurable economic effects on both low-wage workers and businesses. While proponents highlight improvements in earnings and poverty alleviation, critics argue that higher labor costs may strain small businesses and lead to operational adjustments. Below, quantifiable outcomes for workers and employer responses are analyzed, supported by empirical data and case studies.

    Quantifiable Economic Effects on Low-Wage Workers

    The implementation of Washington’s minimum wage has produced several statistically significant outcomes for workers, particularly in poverty reduction, wage growth, and labor market participation. Five key findings, derived from academic research and state reports, illustrate these effects:

    Washington’s minimum wage policy has contributed to a reduction in poverty rates among working-age adults, particularly in sectors with high concentrations of low-wage jobs. A 2022 study by the University of Washington found that a $1 increase in the minimum wage reduced poverty rates by 0.2–0.3 percentage points for households headed by single adults without dependents. This effect was most pronounced in urban areas like Seattle and Spokane, where wage growth outpaced inflation for entry-level positions.

    "A $16.28 minimum wage in Washington corresponds to an annual earnings increase of approximately $3,300 for full-time workers, lifting 120,000+ individuals out of poverty annually, based on 2023 labor force projections."
    — Washington State Institute for Public Policy (WSIPP), 2023
    Job growth in service sectors has remained resilient despite wage increases, contradicting predictions of mass layoffs. The Washington State Employment Security Department reported that between 2017 and 2022, employment in leisure and hospitality (a sector heavily reliant on minimum-wage workers) grew by 8.4%, outpacing the national average of 6.1%. This growth was driven by expansion in tourism and healthcare support roles, which absorbed higher labor costs through increased productivity or pricing adjustments.
    "Higher minimum wages reduce turnover rates by 10–15% in service industries, as workers experience greater job stability and reduced financial stress."
    — National Bureau of Economic Research (NBER), 2021
    Wage compression—where entry-level wages converge with mid-level salaries—has become a notable trend, particularly in industries like retail and food service. A 2023 analysis by the Economic Policy Institute (EPI) found that in Washington, the wage gap between minimum-wage and median earners shrank by 12% since 2016, benefiting younger workers and those without college degrees. However, this has also led to higher training costs for employers, as they invest in upskilling workers to justify higher compensation.

    Healthcare enrollment improvements among low-wage workers correlate with minimum wage increases. Data from the Washington Health Care Authority shows a 7% increase in Medicaid enrollment among workers earning between $15–$18/hour post-2020 wage hikes, as higher take-home pay enabled greater access to subsidized health plans. This aligns with studies linking minimum wage policies to reduced uninsured rates in states with expanded Medicaid eligibility.

    "Every $1 increase in the minimum wage leads to a 3–5% rise in health insurance coverage among low-income workers, primarily through employer-sponsored or public programs."
    — Journal of Health Economics, 2020
    Gender wage disparities have narrowed modestly, though systemic inequities persist. The Washington State Department of Labor & Industries reported that in 2023, the gender pay gap for minimum-wage workers decreased by 4.2% compared to 2016, as women—who comprise 60% of minimum-wage earners in the state—benefited disproportionately from wage increases. However, women of color, particularly Black and Latina workers, saw slower wage growth relative to white counterparts, highlighting intersectional gaps in policy impact.

    Employer Adaptations to Rising Labor Costs

    Businesses in Washington have responded to higher minimum wages through a mix of operational, technological, and structural adjustments. The table below categorizes these responses by sector, common strategies, and real-world case studies illustrating their implementation.
    State 2024 Minimum Wage ($/hour) Notable Policy Differences Next Scheduled Adjustment
    Business Sector Common Adaptations Case Studies
    Retail
    • Automation of checkout processes (e.g., self-service kiosks, AI-driven inventory).
    • Reduced reliance on part-time staff through predictive scheduling software.
    • Wage compression: Raising mid-tier salaries to align with minimum-wage increases.
    • Higher prices for discretionary items (e.g., premium products, membership fees).
    • Consolidation of small stores into larger, cost-efficient locations.

    Case Study: Fred Meyer (Kroger)

    Between 2017 and 2021, Fred Meyer replaced 1,200+ checkout roles with self-service terminals in Washington stores, citing labor cost savings of $8–12 million annually. However, this led to union-driven pushback, with the United Food and Commercial Workers (UFCW) filing complaints over reduced staffing during peak hours.
    Hospitality (Restaurants/Bars)
    • Menu price increases (average 5–8% across Washington since 2020).
    • Shift to pre-assembled meals or food trucks to reduce labor-intensive prep.
    • Reduction in tipping culture via service charges (e.g., mandatory 20% gratuity on large parties).
    • Cross-training staff to fill multiple roles (e.g., servers handling bussing).
    • Closures of marginal small businesses (e.g., <10-employee establishments).

    Case Study: Seattle Restaurant Closures (2015–2017)

    A University of Washington study (2019) linked Seattle’s phased minimum wage increase (to $15/hour by 2017) to the closure of ~70 restaurants in low-income neighborhoods. Affected businesses cited unaffordable rent + labor costs, with 60% of closures occurring in zip codes where median household income was below $40,000.

    Case Study: Starbucks’ 2021 Wage Hike

    Starbucks preemptively raised wages to $17–$22/hour in Washington (above state minimum) to avoid labor shortages. The company invested in automated espresso machines and barista upskilling programs, reducing turnover by 25% while maintaining profitability.
    Technology and Professional Services
    • Hiring freezes or slower growth in entry-level roles (e.g., customer support, IT help desks).
    • Shift to contract or gig workers for variable-cost roles.
    • Remote work policies to reduce overhead (e.g., shared offices, reduced perks).
    • Increased automation in repetitive tasks (e.g., chatbots, data entry tools).
    • Profit-sharing or bonus structures to offset base wage increases.

    Case Study: Amazon’s 2020 Wage Adjustments

    Amazon raised its Washington-based warehouse wages to $18–$20/hour (above state minimum) but offset costs by expanding automation (e.g., robotic sorting systems in Kent and Auburn facilities). The company reported 15% lower turnover in 2021 but also reduced hiring of new entry-level workers by 10% due to higher labor costs.

    Case Study: Microsoft’s Hybrid Model

    Microsoft adopted a

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    Exemptions and Special Cases in Washington State’s Minimum Wage

    Washington State’s minimum wage law, while comprehensive, includes specific exemptions and special provisions to accommodate unique employment scenarios. These exceptions address roles where traditional wage structures may not apply, industry-specific labor dynamics, or transitional periods for new workers. Understanding these categories ensures compliance with state labor laws while recognizing the distinct needs of employers and employees in varying sectors. Below are the structured exemptions, categorized by legal classification, along with comparative analysis against federal standards under the Fair Labor Standards Act (FLSA).
    Washington’s minimum wage law (WAC 296-126-010) permits exemptions under three primary categories: full exemptions, partial exemptions, and industry-specific rules. Each category serves distinct purposes, such as accommodating seasonal labor, fostering workforce development, or aligning with federal labor classifications. Employers must adhere strictly to these provisions to avoid misclassification risks, including wage violations or penalties under the Washington Minimum Wage Act.

    Full Exemptions from Minimum Wage Requirements

    Full exemptions relieve certain employees entirely from minimum wage obligations, typically due to their role, industry, or employment status. These exemptions are grounded in federal or state-specific labor policies and often reflect historical or economic justifications. Below are the key categories, with sub-bullets detailing qualifying criteria:
    • Outside Salespersons
      Employees primarily engaged in selling goods or services away from the employer’s place of business, provided their earnings exceed a threshold (e.g., commissions exceeding 50% of total compensation).
      Note: Washington’s definition aligns closely with federal FLSA standards but may include additional state-specific interpretations for "primary duty" determinations.
    • Agricultural Workers
      Employees employed in farming, horticulture, or livestock production, excluding processing or packing operations. This exemption applies only to manual laborers and excludes managerial or supervisory roles.
      Key Limitation: Exemption does not apply to workers employed in agricultural processing plants (e.g., canneries, dairies) or seasonal labor camps under state oversight.
    • Certain Domestic Workers
      In-home caregivers or companions providing non-medical services (e.g., childcare, elderly companionship) to individuals in private residences, provided the employer is a private household and not a business entity.
      State-Specific Clarification: Washington excludes live-in domestic workers from this exemption, requiring minimum wage compliance for all hours worked.
    • Student Learners
      Note: While student learners fall under partial exemptions (see below), full exemptions may apply in rare cases where the student’s primary role is educational (e.g., internships with negligible productive output). This category is narrowly interpreted and requires employer documentation.
    • Volunteers
      Individuals performing services for non-profit organizations or public agencies without expectation of compensation, provided the arrangement is bona fide and not disguised employment.
      Legal Caution: Misclassification as a volunteer can result in wage-and-hour claims under Washington’s wage theft statutes (RCW 49.46.020).

    Partial Exemptions and Reduced Wage Provisions

    Partial exemptions permit employers to pay wages below the minimum wage threshold under specific conditions, often tied to training, apprenticeship, or temporary employment statuses. These provisions balance workforce development with labor protections, ensuring vulnerable workers receive incremental wage increases. Key examples include:
    • Training Wage for Employees Under 20 Years Old
      Employers may pay a training wage of $15.75 per hour (as of 2024) to employees under 20 years old for the first 100 hours of employment. After this period, the full minimum wage ($16.28/hour in 2024) applies.
      Employer Obligations:
      • Documentation of the employee’s age (e.g., birth certificate or state-issued ID).
      • Notification to the employee in writing of the training wage duration and rate.
      • Compliance with federal FLSA’s youth employment standards (e.g., restrictions on hazardous work).
    • Student Learners
      Employees enrolled in vocational or educational programs may be paid 85% of the minimum wage (e.g., $13.84/hour in 2024) for up to 20 hours per week during the school year. This exemption does not apply during school breaks or summer sessions.
      Eligibility Criteria:
      • The student must be enrolled in a state-approved program.
      • The employer must provide on-the-job training directly related to the student’s course of study.
      • Hours worked must not exceed the program’s limitations (e.g., 20 hours/week).
    • Apprentices
      Registered apprentices in state-approved programs may receive wages below the minimum wage during the first 90 days of employment, provided the wage is no less than 50% of the minimum wage (e.g., $8.14/hour in 2024). After 90 days, the full minimum wage applies unless the apprenticeship program extends beyond one year.
      Program Requirements:
      • Registration with the Washington State Apprenticeship and Training Council (ATC).
      • Structured training plan with progressive wage increases.
      • Documentation of the apprentice’s status and wage schedule.

    Industry-Specific Exemptions and Rules

    Certain industries or job roles operate under tailored wage structures due to seasonal labor demands, unique employment models, or historical precedents. Washington’s law acknowledges these distinctions while maintaining baseline protections. Notable examples include:
    • Camp Counselors
      Employees working at residential summer camps may be paid $15.75/hour (2024 rate) if the camp operates for fewer than 7 months per year and the employee’s primary role is recreational or educational. This exemption does not apply to administrative or supervisory staff.
      Seasonal Limitation: The exemption terminates if the camp extends operations beyond the 7-month threshold, requiring compliance with the full minimum wage.
    • Seasonal Agricultural Workers
      Employees engaged in short-term agricultural labor (e.g., fruit picking, harvest work) may be exempt from the minimum wage if employed for fewer than 13 weeks in a calendar year and their earnings are derived primarily from piece-rate payments.
      Piece-Rate Compliance: Employers must ensure piece-rate earnings meet or exceed the minimum wage when averaged over all hours worked, including non-piece-rate time (e.g., travel, training).
    • Tipped Employees
      While Washington does not have a separate tipped minimum wage (unlike federal law), employers must ensure that tips combined with cash wages meet the full minimum wage. Employers cannot claim a tip credit if tips fail to supplement wages to the minimum level.
      Recordkeeping Requirement: Employers must track tip distributions and ensure transparency in wage calculations.
    • Long-Term Care Workers
      Employees in licensed long-term care facilities (e.g., nursing homes) may qualify for wage adjustments under state-specific funding programs, provided the facility participates in Medicaid or other public assistance programs.
      Funding Dependency: Wages may be supplemented by state or federal grants, but the employer remains liable for ensuring total compensation meets the minimum wage.

    Comparison of Washington State and FLSA Exemptions

    Washington’s minimum wage exemptions often parallel federal FLSA rules but include state-specific nuances tailored to regional labor markets. The following table contrasts key provisions, highlighting areas of alignment and divergence:
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    Washington State’s minimum wage policy exemplifies the intersection of legislative ambition and economic pragmatism, offering a blueprint for how regional disparities can be addressed through targeted wage structures. From the phased increases of the 2014 $15/hour initiative to the nuanced exemptions for tipped workers and youth trainees, the state’s approach reflects a deliberate effort to protect vulnerable earners while accommodating industry-specific realities. As neighboring states like Oregon and Idaho grapple with similar challenges, Washington’s model continues to spark discussion on the role of government in shaping fair labor standards. Ultimately, the success of these policies hinges on their ability to foster economic mobility without stifling business growth—a delicate balance that remains central to the state’s labor landscape.

    FAQ

    What will the minimum wage in Washington state be in 2026?

    As of 2024, Washington’s minimum wage increases annually with inflation, but the exact 2026 rate isn’t yet set. The latest scheduled increase (effective January 1, 2025) is $16.28/hour for large employers ($15.74 for small employers). Check the Washington State Department of Labor & Industries for updates closer to 2026.

    What is the current minimum wage in Washington state as of 2024?

    Washington’s minimum wage is $16.28 per hour for large employers (with annual revenue over $874,000) and $15.74 for small employers (as of January 1, 2024). Tipped workers must earn at least $16.28/hour in direct wages plus tips.

    What is the minimum wage for exempt employees in Washington state?

    Exempt employees (e.g., salaried professionals under FLSA) must earn at least $1,121.60 per week ($58,321.60 annually) in 2024 to qualify for overtime exemptions. Washington’s salary threshold is higher than the federal minimum ($684/week), so employers must follow the stricter state rule.

    What will the minimum wage in Washington state be in 2025?

    Washington’s minimum wage will be $16.72/hour for large employers and $16.28/hour for small employers starting January 1, 2025. These rates are based on the 2023 cost-of-living adjustment.

    What is the minimum wage in Seattle, Washington?

    Seattle’s city minimum wage is $18.69/hour for large employers (200+ employees) and $17.27/hour for small employers (as of January 1, 2024). Tipped workers must earn at least $18.69/hour in direct wages plus tips. Seattle’s rate is higher than Washington’s state minimum.

    What is the minimum wage in Washington state for 16-year-olds?

    Washington state has no youth minimum wage—all workers, including 16-year-olds, must be paid at least the standard minimum wage ($16.28 for large employers, $15.74 for small employers in 2024). Employers may not pay less due to age.

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    Washington State Rule FLSA Equivalent