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Washington Minimum Wage 2025: Know Your Rights

Washington has one of the highest state minimum wages in the nation at $16.28 per hour (2025), more than double the federal minimum wage of $7.25. Washington’s minimum wage increases annually based on inflation, and the state prohibits tip credits—meaning tipped workers receive the full minimum wage before tips.

Seattle has an even higher minimum wage of $19.97/hour (2025 for large employers), making it one of the highest municipal minimum wages in the United States.

Understanding your wage rights in Washington—including meal and rest break requirements—is critical to ensuring you’re paid fairly.

Washington Minimum Wage Rates (2025)

Statewide: $16.28/Hour

2025 Washington minimum wage: $16.28 per hour

Applies to: All employees in Washington (with very limited exceptions)

Annual adjustment: Indexed to Consumer Price Index (CPI) for urban wage earners and clerical workers—increases each January 1

History of Washington minimum wage:

  • 2025: $16.28/hour
  • 2024: $16.28/hour (same as 2025 due to CPI calculation)
  • 2023: $15.74/hour
  • 2022: $14.49/hour
  • 2021: $13.69/hour
  • 2020: $13.50/hour

Comparison to other states:

  • Washington: $16.28/hour ✅ (2nd highest statewide, after California)
  • California: $16.00/hour
  • Illinois: $15.00/hour
  • Ohio: $10.45/hour
  • Pennsylvania: $7.25/hour
  • Georgia: $7.25/hour (federal)
  • Federal: $7.25/hour

Washington is $9.03 higher than federal minimum wage

Seattle: $19.97/Hour (Large Employers)

Seattle has higher minimum wage than Washington state:

2025 Seattle minimum wage rates:

Large employers (501+ employees):

  • $19.97/hour

Small employers (1-500 employees):

  • $17.25/hour if employer does NOT pay toward medical benefits
  • $19.97/hour if employer pays toward medical benefits

Annual adjustment: Seattle minimum wage increases each January 1 based on CPI

Example: You work at a 600-employee company in Seattle. Employer must pay you $19.97/hour (large employer rate).

Example: You work at a 50-employee Seattle restaurant. Employer doesn’t provide medical benefits. Employer must pay you $17.25/hour (small employer rate without benefits).

No Tip Credit Allowed

Washington PROHIBITS tip credits—a major advantage for tipped workers:

What “no tip credit” means: Employers must pay tipped workers the full minimum wage ($16.28 statewide, $19.97 in Seattle for large employers) before tips. All tips are in addition to minimum wage.

Contrast with tip credit states:

Texas (tip credit state):

  • Tipped minimum: $2.13/hour
  • Server works 40 hours, earns $200 in tips
  • Base pay: $2.13 × 40 = $85.20
  • Total: $285.20 ($85.20 wages + $200 tips)

Washington (no tip credit):

  • Tipped minimum: $16.28/hour (full minimum)
  • Server works 40 hours, earns $200 in tips
  • Base pay: $16.28 × 40 = $651.20
  • Total: $851.20 ($651.20 wages + $200 tips)

Difference: Washington server earns $566 more for the same work and tips.

Seattle example (large employer):

  • Server works 40 hours at $19.97/hour, earns $300 in tips
  • Base pay: $19.97 × 40 = $798.80
  • Total: $1,098.80 ($798.80 wages + $300 tips)

This is one of Washington’s strongest worker protections.

Meal and Rest Break Requirements

Washington REQUIRES meal and rest breaks (unlike most states):

Meal Breaks (Unpaid)

Required:

  • 30-minute meal break for shifts over 5 hours
  • Must be provided no later than 5 hours into shift
  • Additional 30-minute meal break for shifts over 11 hours

Unpaid: Can be unpaid if employee completely relieved of duties

Example: You work 8-hour shift. Employer must provide 30-minute meal break no later than 5 hours into shift (e.g., if you start at 9am, meal break by 2pm).

Example: You work 12-hour shift. Employer must provide:

  • First 30-minute meal break (within first 5 hours)
  • Second 30-minute meal break (before end of shift)

Rest Breaks (Paid)

Required:

  • 10-minute paid rest break for every 4 hours worked (or major fraction thereof)
  • Rest breaks must be in middle of work period (not at beginning or end)

“Major fraction”: 2+ hours counts as major fraction

Example: 8-hour shift requires two 10-minute paid rest breaks:

  • First break around 2 hours into shift
  • Second break around 6 hours into shift

Example: 6-hour shift requires two 10-minute paid rest breaks (6 hours = one full 4-hour period + 2-hour major fraction)

Example: 3-hour shift requires one 10-minute paid rest break (3 hours = major fraction of 4)

Minors (Under 18)

Additional break requirements for minors:

  • 30-minute meal break after 4 hours (more frequent than adults’ 5 hours)
  • Same paid rest break requirements as adults

Violations and Penalties

If employer denies breaks: Must pay employee additional wages for each violation

Meal break violation: Up to one additional hour of wages at regular rate

Rest break violation: Up to one additional hour of wages at regular rate

Example: Employer routinely denies your 30-minute meal break during 8-hour shifts. You work 100 shifts over 6 months. For each violation, employer owes penalty. Penalties can add up significantly.

Overtime Requirements

Overtime Rate: 1.5× Regular Rate

Washington overtime law:

  • Time and a half for hours over 40 in a workweek
  • Follows federal FLSA standards generally

Example: You earn $18/hour and work 50 hours.

  • Regular time: 40 hours × $18 = $720
  • Overtime: 10 hours × $27 (1.5 × $18) = $270
  • Total owed: $990

Minimum wage workers:

  • $16.28/hour × 1.5 = $24.42/hour for overtime

Seattle large employer workers:

  • $19.97/hour × 1.5 = $29.96/hour for overtime

Exempt vs. Non-Exempt

Exempt employees (no overtime required):

  • Executive, administrative, professional employees meeting specific tests
  • Must earn at least $1,302/week ($67,724/year) for 2025 under Washington state threshold (higher than federal)
  • Must perform primarily exempt duties

Washington salary threshold is higher than federal: More employees qualify for overtime in Washington

Common Minimum Wage Violations

Paying Below Minimum Wage

Illegal: Paying less than $16.28/hour (or applicable higher local minimum)

Common violations:

  • Paying “under the table” below minimum
  • Misclassifying employees as independent contractors
  • Averaging wages across weeks to avoid overtime
  • Failing to include all hours worked

Example: Employer pays you $14/hour. This is $2.28 below Washington minimum wage and violates state law.

Illegal Deductions

Washington law prohibits deductions that reduce wages below minimum wage:

Illegal:

  • Deducting for broken dishes, cash register shortages, customer walk-outs if it brings wage below minimum
  • Requiring payment for uniforms if it reduces wage below minimum
  • Charging for equipment or tools if it reduces below minimum

Example: You earn $17/hour, work 40 hours = $680. Employer deducts $40 for broken dishes. Net = $640 ÷ 40 = $16/hour, below minimum wage of $16.28. This deduction is illegal.

Unpaid Off-the-Clock Work

All hours worked must be paid:

Violations:

  • Requiring work before clocking in or after clocking out
  • Unpaid prep work or closing duties
  • Automatic meal break deductions when employee works through break
  • Mandatory unpaid meetings or training
  • Required off-site work (emails, calls) without compensation

Example: You’re required to arrive 15 minutes early daily for unpaid setup and stay 15 minutes after for unpaid cleanup. That’s 30 minutes/day × 5 days = 2.5 hours/week unpaid. This violates minimum wage and overtime laws.

Denied Meal or Rest Breaks

Violations:

  • Not providing 30-minute meal break for 5+ hour shifts
  • Not providing 10-minute paid rest breaks for every 4 hours
  • Scheduling breaks at beginning or end of shift (rest breaks must be in middle)
  • Automatic meal break deductions when employee works through meal period

Penalty: Additional hour of wages for each violation

Example: Employer routinely schedules you for 8-hour shifts with no meal break. This violates Washington law and employer owes penalty (up to 1 hour wages) for each shift.

Filing Wage Claim in Washington

Washington Department of Labor & Industries (L&I)

For minimum wage, overtime, or break violations:

Phone: 1-866-219-7321

Website: lni.wa.gov

Online complaint: lni.wa.gov/workers-rights/workplace-complaints

What to file:

  • Unpaid minimum wage
  • Unpaid overtime
  • Denied meal or rest breaks
  • Illegal deductions
  • Final paycheck issues

Deadline: 3 years to file wage claim

Investigation and Recovery

L&I investigates:

  • Contacts employer
  • Reviews pay records
  • Calculates unpaid wages
  • Orders employer to pay if violation found

Can recover:

  • Unpaid wages
  • Interest on unpaid wages
  • Civil penalties (up to double unpaid wages for willful violations)

Private Lawsuit

Can also file lawsuit in Washington state court:

Damages:

  • Unpaid wages
  • Interest
  • Liquidated damages (can double unpaid wages)
  • Attorney’s fees if you prevail

Statute of limitations: 3 years

Class action: If employer violated wage laws against multiple employees, can join together for class action lawsuit

Washington Equal Pay and Opportunities Act

In addition to minimum wage, Washington has strong equal pay law:

Prohibits:

  • Paying employees less based on protected characteristics (sex, race, etc.) for substantially similar work
  • Wage discrimination
  • Retaliation for discussing wages

Requires:

  • Equal pay for equal work
  • Allows employees to discuss wages without retaliation

Wage transparency: Washington requires employers to include wage information in job postings (starting January 2023)

Common Questions

Does minimum wage apply to all workers in Washington?

Yes, with very limited exceptions:

  • Most employees must be paid Washington minimum wage
  • Some agricultural workers have different rules
  • Independent contractors (if properly classified) not covered
  • Some disabled workers may be paid less under special certificates (rare)

No “training wage”: Washington doesn’t allow lower wage for training periods

Can my employer pay me less than minimum wage if I’m salaried?

No. Salaried employees must still receive at least minimum wage.

Calculate: Divide weekly salary by hours worked. If below $16.28/hour, employer violates law.

Example: You’re “salaried” at $600/week and work 50 hours/week. Hourly rate = $600 ÷ 50 = $12/hour, below Washington minimum of $16.28. This violates law (and you’re likely also entitled to overtime).

Do I get paid for rest breaks in Washington?

Yes. 10-minute rest breaks every 4 hours are PAID in Washington.

Meal breaks (30 minutes) can be unpaid if you’re completely relieved of duties.

What if I work in Seattle—which minimum wage applies?

Seattle’s higher minimum wage applies if you work within Seattle city limits:

  • Large employers (501+): $19.97/hour
  • Small employers without medical benefits: $17.25/hour
  • Small employers with medical benefits: $19.97/hour

If Seattle minimum is higher than state ($16.28), Seattle rate applies.

Can my employer deduct for uniforms or equipment?

Only if it doesn’t bring wage below minimum.

Example: You earn $20/hour, work 40 hours = $800. Employer deducts $50 for uniform. Net = $750 ÷ 40 = $18.75/hour, still above minimum. Legal.

But if you earn $17/hour and same deduction, net = $650 ÷ 40 = $16.25/hour, below minimum of $16.28. Illegal.

How does Washington compare to other states for tipped workers?

Washington is one of the BEST states for tipped workers because:

  • ✅ Full minimum wage required ($16.28) before tips
  • ✅ NO tip credit allowed
  • ✅ Tips are entirely on top of base wage

Contrast: Most states allow tip credit (paying tipped workers as low as $2.13/hour if tips make up difference).

Only 7 states ban tip credits: California, Washington, Oregon, Nevada, Montana, Minnesota, Alaska

Resources for Washington Workers

State Agency

Washington Department of Labor & Industries (L&I):

Washington State Attorney General – Worker Protection Unit:

  • Wage theft enforcement
  • Phone: 1-833-660-4877

Federal Agency

U.S. Department of Labor – Wage and Hour Division:

Free Legal Assistance

Columbia Legal Services:

Northwest Justice Project:

Related Topics

Get Help with Unpaid Wages

Think your employer is violating Washington wage laws? Get a free consultation from an employment law expert.

Washington provides some of the strongest wage protections in the nation: $16.28/hour minimum wage (2025), Seattle $19.97/hour for large employers, NO tip credit (tipped workers get full minimum wage), and required meal and rest breaks. Understanding your rights and the 3-year statute of limitations for wage claims is critical to recovering unpaid wages.

Disclaimer: The information provided on this page is for general informational purposes only and does not constitute legal advice. Washington minimum wage rates are subject to annual adjustment. For advice specific to your situation, please consult with a licensed employment attorney in Washington. Employment Law Aid is not a law firm and does not provide legal representation.