The state of Washington has announced increases to the minimum wage rate and to the salary thresholds for exempt white-collar employees, effective January 1, 2026. The cities of Bellingham, Burien, Seattle, Tukwila, and unincorporated King County have also announced their minimum wage increases for 2026. We’re still waiting for updates from the cities of Everett, SeaTac, and Renton, and will report on those increases in a future newsletter. Here’s what we know about the announced rate increases:
Statewide minimum wage: The statewide minimum wage rate for nonexempt (overtime-eligible) workers will rise to $17.13 (up from $16.66 per hour, an increase of 2.8 percent), effective January 1, 2026. Details will be available on the Department of Labor and Industries (L&I) Washington minimum wage webpage once L&I updates the page.
Exempt salary: As a result of the minimum wage increase for nonexempt employees, the minimum salary for white-collar workers who are exempt from overtime will increase as of January 1, 2026, as well. All employers must pay exempt employees a salary of at least $1,541.70 per week ($80,168.40 per year). For a helpful chart, see L&I’s salary implementation threshold schedule.
The salary threshold for exempt white-collar employees under the federal Fair Labor Standards Act (FLSA) remains at only $1,128.00 per week, so employers in Washington must pay at the higher state level. The threshold salary is required regardless of how many hours an exempt employee works in the week, so even a part-time exempt employee must be paid at this new higher salary (not a prorated portion of it) to satisfy the overtime exemption. L&I has created an online overtime resource center to assist employers in understanding these salary requirements, including charts, fact sheets, and webinars.
Exempt computer professionals: The minimum rate for exempt computer professionals in Washington who are paid hourly will also increase as of January 1, 2026. All employers who choose to pay their exempt computer professionals an hourly rate rather than the salaried exempt rate described above must pay them at least 3.5 times the state minimum wage, which works out to $59.96 per hour in 2026. See L&I’s Administrative Policy ES.A.9.6 (Exemption from Minimum Wage Act Requirements for Computer Professional Employees).
Bellingham minimum wage: Effective January 1, 2026, the City of Bellingham is increasing its minimum wage rate to $19.13 per hour (up from $18.66 per hour) for most employees. (Bellingham’s minimum wage is pegged at $2.00 per hour more than the applicable statewide minimum wage.) There is no requirement to display a minimum wage poster for Bellingham.
Burien minimum wage: Effective January 1, 2026, the City of Burien’s minimum wage rates increase as follows:
- Level 1 employers (all employers, including franchisees, with 500 or more full-time equivalents (FTEs) in King County or franchisors who employ more than 500 FTEs in the aggregate): $21.63 per hour (up from $21.16 per hour). (Burien’s minimum wage for Level 1 employers is pegged at $4.50 per hour more than the applicable statewide minimum wage.)
- Level 2 employers (all employers, including franchisees, that employ 21 to 499 FTEs in King County): $20.63 per hour (up from $20.16 per hour). (Burien’s minimum wage for Level 2 employers is pegged at $3.50 per hour more than the applicable statewide minimum wage.)
Burien’s wage ordinance doesn’t apply to employers with 20 or fewer FTEs, also known as Level 3 employers. Employers must prominently display a minimum wage poster, which is available for download on the City’s minimum wage webpage in multiple languages.
Seattle minimum wage: Effective January 1, 2026, the City of Seattle’s minimum wage rate increases to $21.30 per hour for all employers (up from $20.76 per hour). Seattle’s minimum wage rate applies to all nonexempt employees for all hours they work within the City limits.
Employers are required to provide an individual written notice to each employee working in Seattle before any change in their wage rate or other terms of employment. An explanation of this requirement and a sample notice can be found on Seattle’s wage theft ordinance webpage. If you plan to adjust wages to meet minimum wage increases, make sure you notify any affected workers. You must also display a workplace poster. You can download a 2026 version of the required Seattle workplace poster now and you should also receive a copy in the mail from the Office of Labor Standards if you hold a Seattle business license.
Tukwila minimum wage: Effective January 1, 2026, the City of Tukwila is increasing its minimum wage rate for covered employers to $21.65 per hour (up from $21.10 per hour). Covered employers are those with at least 15 employees worldwide or an annual gross revenue over $2 million generated within Tukwila city limits. Covered employers must distribute the current “Tukwila Labor Standards Notice to Employees” to new hires in Tukwila on or before their first day of employment, and an updated copy to all employees who work in Tukwila at least 30 days before a minimum wage rate change takes effect. You must also display it as a poster where covered employees can see it. The 2026 version should be updated and available to download by November.
Unincorporated King County’s minimum wage: Effective January 1, 2026, the minimum wage rate in unincorporated King County will increase to $20.82 per hour (up from $20.29 per hour). During a multi-year transition period, some employers will be allowed to pay a lower rate based on size and gross revenue as follows:
- Small employers with low revenue (employers that employ 15 employees or fewer and have an annual gross revenue less than $2 million): $18.32 per hour (up from $17.29 per hour).
- Small employers with high revenue (employers that employ 15 employees or fewer and have an annual gross revenue of $2 million or greater): $19.82 per hour (up from $18.29 per hour).
- Medium-sized employers (employers that employ more than 15 employees but fewer than 500 employees): $19.82 per hour (up from $18.29 per hour).
- All other employers (all employers in unincorporated King County who do not meet one of the above categories): $20.82 per hour (up from $20.29 per hour).
Covered employers must display a workplace poster, using the County’s model or customizing their own version; examples are available in multiple languages from the County’s minimum wage toolkit webpage. If you are unsure whether your company is located within unincorporated King County, you can check here.
Tips: If your employees are subject to a local minimum wage that is higher than the Washington statewide rate, you must pay the higher amount. While written notice of these pay increases isn’t required except for Burien, Seattle, and Tukwila employees, advance written notice is certainly a best practice for employee retention and morale. For more information on overtime exemptions in Washington, see our Legal Guide, State Laws on the White Collar Exemptions from Overtime.
Members, if you have questions about which rates apply to your employees or whether they are exempt, contact your Vigilant Law Group employment attorney.
Not a member yet and looking for help? Learn about Vigilant membership today and how we help employers navigate Washington employment issues with peace of mind.
