State labor laws for employers: all 50 states and DC

How we build and update this library

Every figure starts with a primary source. Minimum and tipped wages come from the US Department of Labor's state tables, effective July 1, 2026, updated with changes that took effect after that date, such as Florida's September 30 increase. Changes for 2027 come from state agency announcements and the laws that set them. Meal and rest break rules come from the DOL's state tables, updated where states have changed their laws since. Each state page links to the state labor agency, which is the final word.

We review the library at least every quarter and on the dates when most changes take effect: January 1, July 1, and September 30. Our writers have run payroll and HR for multi-state employers, so we focus on the rules that cause real problems: final pay deadlines, break premiums, PTO payout, and salary thresholds. No vendor paid for or reviewed this content. Read our editorial standards or tell us about a change we should add.

Checklist for employers in more than one state

The law of the state where the employee works usually controls, even for remote employees. These eight steps cover what most multi-state compliance problems trace back to.

• Know where every employee physically works, including remote employees who move without telling HR.
• Register for state withholding and unemployment insurance before the first payroll in a new state.
• Report each new hire to the state where they work, within that state's deadline.
• Check the minimum wage at the state and city level, and set a reminder for January 1 and July 1.
• Review exempt salaries against state thresholds in California, Colorado, New York, Washington, Maine, and Alaska.
• Build final pay timing into your offboarding checklist by state.
• Update the handbook with state-specific addenda for paid sick leave, breaks, and PTO payout.
• Hang the required state and federal posters, and give remote employees electronic copies.