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Minimum Wage in Minnesota

Minnesota's minimum wage is $11.41 per hour in 2026 for all employers, tips cannot be counted toward it, and it rises to $11.87 on January 1, 2027.

Last checked . General information, not legal advice.

Minnesota at a glance

Minimum wage (per hour)
$11.41
One rate for all employers; a 90-day training wage ($9.31 in 2026) may be paid to workers under 20.
Tipped cash wage (per hour)
$11.41 (no tip credit)
Employers may not credit tips toward the minimum wage.
Next scheduled increase
$11.87 on January 1, 2027
Adjusted every January 1 for inflation, capped at 5 percent a year.

Sources

Last checked

The rules in Minnesota

What is the minimum wage in Minnesota in 2026?

Minimum wage (per hour) in Minnesota: $11.41. One rate for all employers; a 90-day training wage ($9.31 in 2026) may be paid to workers under 20.

What is the minimum cash wage for tipped employees in Minnesota?

Tipped cash wage (per hour) in Minnesota: $11.41 (no tip credit). Employers may not credit tips toward the minimum wage.

When is the next minimum wage increase in Minnesota?

Next scheduled increase in Minnesota: $11.87 on January 1, 2027. Adjusted every January 1 for inflation, capped at 5 percent a year.

Where do the Minnesota minimum wage laws come from?

The rules above come from Minn. Stat. 177.24. Each source is linked on this page. We last checked them in October 2026.

What this means in practice

Check which rate applies before setting pay. Coverage rules, employer size thresholds, and exemptions for certain jobs or industries differ, and a local ordinance may require more than the state rate. The statute linked on each state page is the starting point.

Where a lower tipped cash wage is allowed, the employer usually must make up the difference whenever tips fall short of the full minimum wage for the pay period. Keeping accurate records of hours worked and tips reported helps show that every pay period met the minimum.

Rates can change on fixed dates, often January 1 or July 1, and some states adjust them each year for inflation. Reviewing pay rates, offer letters, and employment contracts ahead of each scheduled change helps avoid underpayment claims.

General information, not legal advice. Laws change, and cities can add their own rules, so check the current statute before you rely on it.