Many states and municipalities, including Missouri, are increasing their minimum wage for 2024. Below is a list of all the locations, their current minimum wage, the projected minimum wage for 2024, and any changes that have been announced in the years to follow. Unless otherwise noted, the effective date of the minimum wage increase is January 1, 2024. It also should be noted that the federal minimum wage will remain the same at $7.25/hour. (States with an asterisk (*) have major municipalities with a different minimum wage and are discussed below.)
| State | 2023 | 2024 | Of Note |
| Alabama | $7.25 | $7.25 | |
| Alaska | $10.85 | $11.73 | |
| Arizona * | $13.85 | $14.35 | |
| Arkansas | $11.00 | $11.00 | |
| California * | $15.50 | $16.00 | |
| Colorado * | $13.65 | $14.42 | |
| Connecticut | $15.00 | $15.69 | |
| Delaware | $11.75 | $13.25 | Increases to $15.00 in 2025 |
| District of Columbia | $17.00 | $17.00 | Likely increase will occur on 7/1/2024 |
| Florida | $12.00 | $13.00 | Effective 9/30/2024 |
| Georgia | $7.25 | $7.25 | |
| Hawaii | $12.00 | $14.00 | Increases to $16.00 in 2026. |
| Idaho | $7.25 | $7.25 | |
| Illinois * | $13.00 | $14.00 | |
| 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 | $13.80 | $14.15 | |
| Maryland * | $13.25 | $15.00 | |
| Massachusetts | $15.00 | $15.00 | |
| Michigan | $10.10 | $10.33 | |
| Minnesota * | $10.59 | $10.85 | For small employers, and the 90-day training wage/youth wage, $8.85. |
| Mississippi | $7.25 | $7.25 | |
| Missouri | $12.00 | $12.30 | |
| Montana | $9.95 | $10.30 | |
| Nebraska | $10.50 | $12.00 | Increases to $13.50 in 2025 |
| Nevada | $11.25/
$10.25 |
$12.00 | Effective 7/1/2024 – all employers will have to meet the $12.00 minimum and the lower wage for those offering health benefits will be eliminated. |
| New Hampshire | $7.25 | $7.25 | |
| New Jersey | $14.13 | $15.13 | |
| New Mexico | $12.00 | $12.00 | |
| New York * | $14.20 | $15.00 | |
| North Carolina | $7.25 | $7.25 | |
| North Dakota | $7.25 | $7.25 | |
| Ohio | $10.10 | $10.45 | |
| Oklahoma | $7.25 | $7.25 | |
| Oregon * | $14.20 | $14.20 | Likely will increase on 7/1/2024 |
| Pennsylvania | $7.25 | $7.25 | |
| Puerto Rico | $9.50 | $10.50 | Effective 7/1/2024 |
| Rhode Island | $13.00 | $14.00 | Increases to $15.00 on 1/1/2025 |
| South Carolina | $7.25 | $7.25 | |
| South Dakota | $10.80 | $11.20 | |
| Tennessee | $7.25 | $7.25 | |
| Texas | $7.25 | $7.25 | |
| Utah | $7.25 | $7.25 | |
| Vermont | $13.18 | $13.67 | |
| Virginia | $12.00 | $12.00 | |
| Washington * | $15.74 | $16.28 | |
| West Virginia | $8.75 | $8.75 | |
| Wisconsin | $7.25 | $7.25 | |
| Wyoming | $7.25 | $7.25 |
MAJOR METROPOLITAN AREAS
| State/Municipality | 2023 | 2024 | Of Note |
| Arizona | |||
| *City-Flagstaff | $16.80 | $17.40 | |
| California | |||
| *City-Los Angeles | $16.78 | $16.78 | May increase 7/1/2024 |
| *City-Oakland | $15.97 | $16.50 | |
| *City-San Diego | $16.30 | $16.85 | |
| *City-San Francisco | $16.99 | $18.07 | May increase 7/1/2024 |
| *City-San Jose | $17.00 | $17.55 | |
| Colorado | |||
| *City/County-Denver | $17.29 | $18.29 | |
| Illinois | |||
| *City-Chicago | $15.80 | $15.80 | For employers with 20+ workers
Scheduled to increase 7/1/2024 |
| *County-Cook | $13.35 | $14.00 | |
| Maryland | |||
| *County-Montgomery (51+ employees) | $16.70 | $16.70 | |
| Minnesota | |||
| *City-Minneapolis (101+ employees) | $15.19 | $15.57 | |
| *City-Minneapolis (100 or fewer employees) | $14.50 | $14.50 | |
| New York | |||
| *City-New York City | $15.00 | $16.00 | |
| *County-Nassau, Suffolk & Westchester | $15.00 | $16.00 | |
| Oregon | |||
| *City-Portland | $14.75 | $15.45 | May increase 7/1/2024 |
| *County-Non-Urban Counties | $12.50 | $13.20 | May increase 7/1/2024 |
| Washington | |||
| *City-Seattle (501 or more employees) | $18.69 | $19.97 | |
| *City-Seattle (1-500 employees) | $18.69 | $19.97 | Smaller employers can meet the $19.97/hour requirement by paying $17.25/hour plus $2.72/hour towards medical benefits |
The St. Louis employment attorneys at McMahon Berger have been representing employers across the country in labor and employment matters for over sixty years and are available to discuss these issues and others. As always, the foregoing is for informational purposes only and does not constitute legal advice regarding any particular situation as every situation must be evaluated on its own facts. The choice of a lawyer is an important decision and should not be based solely on advertisements.
