Washington minimum wage 2026: Employer’s guide to state and local rates

Understanding the 2026 statewide minimum wage increase

Now that it’s 2026, the minimum wage in Washington State has climbed to $17.13 per hour for workers aged 16 and older. That’s significantly higher than the federal minimum wage of $7.25 per hour, which has not increased since 2009.

 

It’s also an increase from the 2025 rate, which was $16.66 per hour. Check our minimum wage by state guide to see how rates compare across the country.

 

Washington State’s minimum wage is high compared not only to many other states’ minimums but also to the federal rate, partly because it’s tied to inflation.

 

State law requires the Department of Labor & Industries (L&I) to use the federal Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) to determine if the minimum wage needs to increase. If the CPI-W increased from the previous year, L&I will raise the minimum wage based on the percentage increase.

 

As an employer in Washington, it’s important to stay up to date with these changes. Check for news around September about whether a higher minimum wage will take effect on January 1st of the following year. Staying compliant with the minimum wage ensures you avoid fines and other penalties.

 

Because Washington has a complex patchwork of state and city-specific labor laws, knowing what to pay your team depends heavily on where they work. If you just need the numbers right now, here is a quick-reference table with the 2026 minimum wage rates for the state and key regional jurisdictions:

 

Jurisdiction	2026 rate	Applicability and notes
Washington State	$17.13 per hour	Standard rate for workers aged 16 and older
Washington State (youth)	$14.56 per hour	85% of the standard rate for workers aged 14 and 15
Seattle	$21.30 per hour	Standard rate for qualifying employees
Tukwila	$21.65 per hour	Applies to employers with 15+ employees worldwide or over $2 million in annual gross revenue generated in Tukwila
Burien	$21.63 or $20.63 per hour	$21.63 for employers with 500+ employees $20.63 for 21 – 499 employees Employers with 20 or fewer employees are not covered
Renton	$21.57 or $20.57 per hour	$21.57 for employers with >500 employees For 15 – 500 employees, the rate is $20.57 through June 30, and $21.57 starting July 1 Employers with 14 or fewer employees are not covered
Everett	$20.77, $19.77, or $18.77 per hour	$20.77 for employers with >500 employees in WA For 15 – 499 employees, the rate is $18.77 through June 30, and $19.77 starting July 1 Employers with 14 or fewer employees are not affected
Unincorporated King County	$20.82 or $19.82 per hour	$20.82 for employers with >500 employees in WA  For 15 – 499 employees, the rate is $19.82 Employers with 14 or fewer employees are not affected
SeaTac	$20.74 per hour	Applies to employers in the hospitality and transportation industries
Bellingham	$19.13 per hour	Standard rate for qualifying employees

 

While the table above provides a quick look at standard and youth rates, Washington has more nuanced rules and exemptions depending on an employee’s specific age, training, and job duties.

Minimum wage rules for minors and specialized workers

There are some exceptions to the minimum wage in Washington State. Most notably, employers can pay youth workers aged 14 to 15 years old less than the full rate. These workers must still earn at least 85 percent of the state minimum wage, though, which currently yields a youth rate of $14.56 per hour.

 

Some learned and creative professionals are also exempt from the state minimum, but there are strict rules about which employees fit these parameters. These employees can include:

• Accountants
• Registered nurses (RNs)
• Massage therapists
• Chefs
• Paralegals

 

If you think some of your workers are exempt based on their professional job duties, carefully read through all the requirements.

 

The exemptions from Washington’s minimum wage may be different from the exemptions in the Fair Labor Standards Act (FLSA), which sets the federal minimum of $7.25 per hour that many states use. Even when state law doesn’t apply, federal law still may, so keep all of these rules in mind.

Local wage ordinances in Seattle and King County

Businesses that employ workers in Washington must generally pay them the highest applicable minimum wage rate, whether that’s local, state, or federal. In Washington, that’s notable because many local jurisdictions have set their own minimum wage rates that are higher than the state minimum.

 

In Seattle, for example, qualifying employees are entitled to a minimum wage of $21.30 per hour. That’s an increase of more than $0.50 over Seattle’s 2025 minimum wage of $20.76.

 

Other local jurisdictions with minimum wage rates higher than the state rate include:

• SeaTac: $20.74 per hour (for employers in the hospitality and transportation industries)
• Tukwila: $21.65 per hour (for employers with 15+ employees worldwide or over $2 million annual gross revenue generated in Tukwila)
• Unincorporated King County: As high as $20.82 per hour for employers with 500+ employees

 

So, if you’ve been wondering if $20 is the new minimum wage, the answer depends on where you are. There are no states with a minimum wage rate of $20 or higher, but there are several local jurisdictions in Washington that exceed that threshold.

 

It’s always a good idea to check the local labor laws in addition to state and federal regulations wherever you employ workers. If the local minimum wage is the highest, that is generally the amount you will have to pay employees.

Tips, service charges, and employer obligations

Under Washington state law, there is no separate minimum wage for tipped employees. They are entitled to the full rate of $17.13 per hour or higher. If employees receive any tips, those tips count as extra earnings on top of the hourly minimum wage their employers must pay them. Washington does not permit tip credits.

 

Restaurants and other hospitality businesses need to be very careful about service charges. Customers may think that service charges replace a tip. So, Washington State law requires that, if you impose service charges, you must disclose how much the employee providing services receives out of those funds.