Washington State has announced its new minimum wage, exempt salary level, and other compensation levels for 2026. All of the following will be in effect as of January 1, 2026:
- Washington State minimum wage: $17.13 per hour
- To be exempt from overtime and other requirements, generally an employee must meet a duties test and in 2026 be paid a salary of at least $1,541.70 per week ($80,168.40 per year).
- Note, both large and small employers must pay the same salary level in 2026. In 2027, the last phase in adjustment for large employers (50+ Washington employees), resulting in different salary levels in 2027. For small employers, the last phase in adjustment will be in 2028, at which point all employers will be required to pay the same salary amount for the white-collar exemptions, and the only increases will be for inflation.
- Computer professionals can be paid either a weekly salary of $1,541.70 or $59.96 per hour and be exempt from overtime pay.
- There are some other exceptions to the salary rule, but they are not common. An employer who believes either the computer professional exemption or other exceptions may apply should consult with an attorney to be certain.
- For an enforceable noncompetition provision, in 2026, an employee must be paid an annualized total compensation (combination of salary, hourly, commissions, etc.) of at least $126,858.83. An independent contractor must receive at least $317,147.09 in annualized compensation from the entity seeking to enforce a noncompetition provision.
Local Washington Minimum Wage Rates 2026
Multiple jurisdictions within Washington have minimum wages that exceed the Washington State minimum wage, and which also increase each year to account for inflation. The following cities and unincorporated King County will have the noted minimum wages for 2026:
- Bellingham minimum wage: $19.13 per hour
- Burien minimum wage:
- As we discussed in a previous blog post, Burien has two different minimum wage laws, which conflict with one another in some aspects. One minimum wage law was passed by the Burien City Council, and the other law is a ballot measure approved by the voters.
- At this time, it is unclear which law applies because the City of Burien challenged the ballot initiative in King County Superior Court, and the City Manager is supposed to determine the new minimum wage based on inflation under the ballot initiative.
- Burien City Ordinance
- Employers, including franchisees, that employ 500 or more FTEs in King County or franchisors who employ 500 or more FTEs in the aggregate: $21.63 per hour
- Employers, including franchisees, that employ 21-499 FTEs in King County: $20.63 per hour
- Employers with 20 or fewer employees must pay only the state minimum wage
- Employers determine which minimum wage applies to them based on the average weekly number of employees in 2025
- The Burien Ordinance allows a setoff against the additional Burien minimum wage for tips and medical benefits, but the Burien Ballot Measure (see below) does not
- Burien Ballot Measure (estimation)
- Employers that employ more than 500 employees worldwide, including all franchisees associated with a franchisor or a network of franchises with franchisees that employ more than 500 employees in aggregate: $21.65 per hour
- Employers that employ more than 15 employees but not more than 500 employees, regardless of where those employees are employed, including all franchisees associated with a franchisor or a network of franchises with franchisees that employ more than 15 but not more than 500 employees in aggregate: $20.65 per hour
- Employers that employ 15 or fewer employees, regardless of where those employees are employed: $19.15 per hour
- Everett minimum wage:
- Employers with more than 500 employees worldwide: $20.77 per hour
- Employers with at least 15 employees but no more than 500 employees OR annual gross income over $2 million
- January 1 – June 30, 2026: $18.77 per hour
- July 1 – December 31, 2026: $19.77 per hour
- Employers with fewer than 15 employees AND gross revenue less than $2 million must pay only the state minimum wage
- Employers determine which minimum wage applies to them based on the average weekly number of employees and annual gross revenue in 2025
- Renton minimum wage:
- Employers with more than 500 employees worldwide and certain franchises: $21.57 per hour
- Employers with at least 15 employees but no more than 500 employees worldwide OR over $2 million of annual gross revenue in Renton:
- January 1 – June 30, 2026: $20.57 per hour
- July 1 – December 31, 2026: $21.57 per hour
- Employers with fewer than 15 employees AND gross revenue less than $2 million must pay only the state minimum wage
- Employers determine which minimum wage applies to them based on the average weekly number of employees and annual gross revenue in 2025
- SeaTac sets a different minimum wage for employees in the hospitality and transportation industries. Nonexempt employees working in those industries must be paid at least $20.74 per hour beginning January 1, 2026.
- Seattle minimum wage: $21.30
- Tukwila minimum wage: $21.65
- Unincorporated King County minimum wage:
- Employers with more than 500 employees and gross revenue of any amount: $20.82 per hour
- Employers with more than 15 employees but fewer than 500 employees and gross revenue of any amount: $19.82 per hour
- Employers with 15 or fewer employees AND an annual gross revenue of $2 million or more: $19.82 per hour
- Employers with 15 or fewer employees AND an annual gross revenue of less than $2 million: $18.32 per hour
- Employers determine which minimum wage applies to them based on the average weekly number of employees employed during the last 12 months and annual gross revenue in 2025
Key Takeaways for Washington Employers on the 2026 Minimum Wages
- Employers must have their payroll systems ready to apply the correct pay rate no later than January 1, 2026.
- Complying with this patchwork of minimum wage laws could be challenging for employers who have operations in multiple jurisdictions. Additionally, for individual employees who work in different jurisdictions during a workday or workweek, determining which rate to apply to any particular hour worked can be challenging.
- Given that the consequences of failing to comply can be significant (additional wages, double or tripled for penalties, subject to 12 percent interest, the employees’ attorney fees in addition to the employer’s own attorney fees, and other penalties), employers who are uncertain as to their obligations should consult with employment counsel.
Reach out to our employment law & labor relations team if you need help navigating these complex minimum wage and related jurisdictional issues.
The legal issues impacting this topic are and will continue to be ever-changing (Employment Law in Motion!), and since publication of this blog post, new or additional information not referenced in this blog post may be available.
This article is provided for informational purposes only—it does not constitute legal advice and does not create an attorney-client relationship between the firm and the reader. Readers should consult legal counsel before taking action relating to the subject matter of this article.
