Minimum Wage Increases July 2018

June 27, 2018

As minimum wage rates change frequently across the U.S., we have a compiled a list of the notable changes affecting jurisdictions in California, Illinois, Maine, Maryland, Minnesota and the District of Columbia. These minimum wage increases go into effect July 1, 2018.

  • Maryland: $9.25/hour → $10.10/hour
  • Oregon
    • Standard: $10.25/hour → $10.75/hour
    • Portland metro: $11.25/hour → $12.00/hour
    • Non-urban counties: $10.00/hour → $10.50/hour
  • Washington D.C.: $12.50/hour → 25/hour
  • Belmont, CA: $11.00/hour → $12.50/hour
  • Emeryville, CA
    • Small employer (55 or fewer employees): $14.00/hour → $15.00/hour
    • Large employer (56 or more employees): $15.20/hour → $15.69/hour
  • Los Angeles, CA
    • Small employer (25 or fewer employees): $10.50/hour → $12.00/hour
    • Large employer (26 or more employees): $12.00/hour → $13.25/hour
  • Malibu, CA: $12.00/hour → $13.25/hour
  • Milpitas, CA: $11.00/hour → $13.50/hour
  • Pasadena, CA: $12.00/hour → $13.25/hour
  • San Francisco, CA: $14.00/hour → $15.00/hour
  • San Leandro, CA: $12.00/hour → $13.00/hour
  • Santa Monica, CA
    • Small employer (25 or fewer employees): $10.50/hour → $12.00/hour
    • Large employer (26 or more employees): $12.00/hour → $13.25/hour
  • Chicago, IL: $11.00/hour → $12.00/hour
  • Cook County, IL: $10.00/hour → $11.00/hour
  • Portland, ME: $10.68/hour → $10.90/hour
  • Montgomery County, MD: $11.50/hour → $12.25/hour
  • Minneapolis, MN
    • Small employer (100 or fewer employees): $10.00/hour → $10.25/hour
    • Large employer (101 or more employees): $10.00/hour → $11.25/hour

Please note that this is generalized and indicative information rather than an exhaustive list of changes in minimum wage rates across the U.S. Certain local wage rates that do not appear on this list may still be applicable. Minimum wage rates may also differ based on employer size.

If you have any questions, please email LaborCompliance@castandcrew.com.

The proceeding information is provided for informational purposes only, should not be construed as or relied upon as legal advice and is subject to change without notice. If you have questions concerning particular situations, specific payroll administration or labor relations issues, please contact your counsel.