The federal minimum wage hasn’t increased since 2009. In response, smaller jurisdictions have taken it upon themselves to set their own rates. States, counties and cities continue to pass new minimum wage laws, creating challenges for employers to manage rates across their organizations.
Meanwhile, a previous push for a $15 minimum wage across the U.S. has evolved into the Fight for $20. And many jurisdictions are closing in on that mark. The growing concern among lawmakers to provide a competitive wage has also sparked the growth of minimum wage legislation.
Tracking, applying and communicating minimum wage rates for large employers has become increasingly complex. This guide gives an overview of updates at the county and city levels.
Notes on Using This Guide
This guide only covers county and city minimum wage rates for large employers that update Jan. 1, 2024. State wage rates are not included, nor are county and city wage rates that updated at other times of the year.
Employers should note that some jurisdictions whose rates updated on Jan. 1, 2023, will not update at the start of 2024. Also, some local laws have been preempted by higher rates at the state level and are not included here.
See also: State Minimum Wage Rates 2024 and New York State Minimum Wage for information on New York City, Nassau, Suffolk and Westchester counties, and the remainder of the state. Plus, employers should know that new minimum wage ordinances can pass at any time, and it is always prudent to review the laws and regulations where you have locations.
Lastly, some rates are TBD at this time. Our guide will be updated when they become available.
Remember, your locations may be required to pay a different wage, depending on factors such as:
- Tipped wages
- Small-employer wages
- Number of employees
- Minimum/maximum company revenue
- Student/learner wages
- New employee wages
- Whether the employer provides health benefits