Minimum wage rates are higher in Alaska, Florida, Oregon and Washington, D.C., according to a November 5, 2026 update from the U.S. Department of Labor’s Wage and Hour Division.
Table of Contents
Minimum Wage Update
The agency’s revised state minimum-wage table reflects increases that took effect earlier in 2026, rather than announcing a new nationwide wage rule.
The federal minimum wage remains $7.25 per hour for covered workers, while state and local governments may require higher pay.
Four jurisdictions show higher rates than in the prior DOL snapshot
The Labor Department’s previous table was marked “Updated January 1, 2026.”
The November 5 version lists four notable increases compared with that earlier snapshot.
| Jurisdiction | Earlier listed rate | Current listed rate | Effective date |
|---|---|---|---|
| Alaska | $13.00 | $14.00 | July 1, 2026 |
| District of Columbia | $17.95 | $18.40 | July 1, 2026 |
| Florida | $14.00 | $15.00 | September 30, 2026 |
| Oregon | $15.05 standard | $15.55 standard | July 1, 2026 |
Oregon’s regional rates also increased to $16.80 in the Portland metropolitan area and $14.55 in nonurban counties.
The updated figures matter for workers reviewing paychecks and for employers updating payroll systems, workplace notices and compensation schedules.
Alaska rate reaches $14 per hour
Alaska’s basic minimum wage is now $14.00 per hour, up from $13.00.
Alaska generally requires premium pay after more than eight hours in a day or 40 hours in a week.
The state’s wage schedule calls for another increase to $15.00 per hour on July 1, 2027, followed by annual inflation adjustments beginning in 2028.
Alaska’s Department of Labor and Workforce Development says the minimum-wage requirement generally applies regardless of whether workers are paid by the hour, piece rate or commission, unless a specific exemption applies.
Washington, D.C., now has the highest listed general rate
The District of Columbia’s general minimum wage is $18.40 per hour for all workers, regardless of employer size.
The rate rose from $17.95 on July 1, 2026, under the District’s inflation-linked wage schedule.
D.C.’s minimum wage is the highest general rate listed in the Labor Department’s updated table.
Workers who receive tips have a separate base wage of $10.30 per hour, but employers must make up the difference if tips do not bring the worker’s average hourly pay to the full District minimum wage.
D.C. also requires premium pay at one and one-half times the regular rate for hours worked beyond 40 in a workweek, subject to applicable exemptions.
Florida reaches its $15 target
Florida’s minimum wage increased to $15.00 per hour on September 30, 2026.
The increase completes the gradual wage schedule approved by Florida voters in 2020.
Florida’s $15 rate is scheduled to remain in effect through December 31, 2027, after which the state says annual inflation adjustments will resume.
Florida employers must also follow the state’s tipped-worker rules, which require a separate minimum cash wage in addition to tips and a make-up payment when tips do not bring total compensation to the full minimum wage.
The Florida increase is especially important for employees whose pay was still based on the $14 rate during the period ending September 29, 2026.
Oregon publishes three regional rates
Oregon’s minimum wage depends on where the employee performs the work.
From July 1, 2026, through June 30, 2027, the standard rate is $15.55 per hour.
The Portland metropolitan rate is $16.80 per hour.
The nonurban county rate is $14.55 per hour.
Oregon adjusts its minimum wage annually using an inflation-based formula, with changes taking effect each July 1.
The state also warns that a work period crossing June 30 and July 1 may require two different rates, because hours worked after 12:01 a.m. on July 1 must be paid at the new applicable rate.
States with the highest listed rates
The Labor Department’s table shows several other jurisdictions with high minimum-wage rates even though their figures did not change in this update.
| Jurisdiction | Listed rate |
|---|---|
| District of Columbia | $18.40 |
| Washington | $17.13 |
| New York City, Nassau, Suffolk and Westchester counties | $17.00 |
| Connecticut | $16.94 |
| California | $16.90 |
| Hawaii | $16.00 |
| Rhode Island | $16.00 |
| New Jersey | $15.92 |
| Oregon standard rate | $15.55 |
| Arizona | $15.15 |
Local governments can impose higher minimum wages than the state rate, and the Labor Department says those local differences are not fully displayed in its national table.
Many workers still fall under the federal $7.25 rate
Alabama, Louisiana, Mississippi, South Carolina and Tennessee have no state minimum-wage law listed by the Labor Department.
Covered employers in those states generally must pay the federal minimum wage of $7.25 per hour.
Several states also list $7.25 as their basic rate, including Idaho, Indiana, Iowa, Kansas, Kentucky, New Hampshire, North Carolina, North Dakota, Pennsylvania, Texas, Utah and Wisconsin.
Some states have limited coverage rules, employer-size thresholds or exceptions that can affect which rate applies.
For example, New Jersey lists a $15.92 general rate but a $15.23 rate for employers with fewer than six employees and for seasonal employment.
Ohio lists an $11.00 rate for employers with annual gross receipts of at least $405,000 and a $7.25 rate for smaller employers.
Montana lists $10.85 for businesses with annual sales above $110,000 and a $4.00 rate for certain businesses not covered by the federal Fair Labor Standards Act.
Employees covered by federal law may still be entitled to at least $7.25 when a state’s lower rate does not apply to federally covered work.
What employees and employers should check
Employees should compare the applicable state, local and federal requirements rather than relying only on a national rate.
Workers should also check whether their location, occupation, employer size, tipped status or seasonal classification changes the applicable minimum.
Employers should confirm that payroll software uses the correct effective date and geographic rate.
Businesses should update required workplace posters and review overtime calculations when a minimum-wage change affects the regular rate.
The Labor Department’s table summarizes state laws but advises users to consult the relevant state labor office for official information.
Why the November 5 update matters
The update gives workers and employers a consolidated federal reference for current state and territorial wage rules.
It also shows why the effective date matters when a wage schedule changes during the year.
Alaska and the District of Columbia changed rates on July 1, Oregon changed its regional rates on July 1, and Florida reached $15 on September 30.
The table is therefore best understood as a current compliance reference, not as a single new rule taking effect nationwide on November 5.
Future changes remain possible where state laws already provide scheduled increases or annual inflation adjustments.
Frequently Asked Questions
What is the federal minimum wage in 2026?
The federal minimum wage remains $7.25 per hour for workers covered by the Fair Labor Standards Act.
Which jurisdictions had higher rates in the latest Labor Department update?
The November 5, 2026 update lists higher rates in Alaska, Washington, D.C., Florida and Oregon compared with the agency’s January 1 snapshot.
What is the highest general minimum wage listed by the Labor Department?
The District of Columbia has the highest general rate listed in the updated table at $18.40 per hour.
Does the Labor Department table include every local minimum wage?
No. The agency says local governments may set higher rates and that those local differential provisions are not displayed in the table.
Fact-Checked: Key rates and effective dates were checked against the updated U.S. Department of Labor table and official Alaska, Florida, Oregon and District of Columbia government sources on November 6, 2026.
Disclaimer: Minimum-wage coverage can depend on location, employer size, occupation and worker status; consult the relevant labor agency for case-specific guidance.
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