Starting January 1, 2026, workers across Washington state will see higher paychecks as the minimum wage increases once again, reflecting inflation and the state’s ongoing commitment to fair compensation. The adjustment affects employees statewide, with even higher rates in cities like Seattle, Renton, and other parts of King County. While the increase may appear modest compared to previous years, it brings meaningful changes for workers, employers, and overtime rules.
Washington’s Minimum Wage in 2026
From January 1, 2026, Washington’s statewide minimum wage rises to $17.13 per hour for workers aged 16 and older. Employees aged 14 or 15 will earn $14.56 per hour, which is 85% of the standard minimum wage, in compliance with state law.
This 2.8% adjustment aligns wages with inflation trends and maintains Washington’s position as one of the highest-paying states for minimum wage workers. While smaller than the 8.6% jump in 2023, the increase provides critical support for low- and moderate-income households facing rising costs.
Overtime Exempt Salary
The 2026 increase also affects overtime exemption thresholds. To qualify as overtime-exempt, employees must earn at least 2.25 times the state minimum wage, translating to an annual salary of $80,168.40.
For computer professionals paid hourly rather than salaried, special rules apply. Employers must pay these employees at least 3.5 times the minimum wage, equating to $59.96 per hour in 2026. These measures ensure that higher-skilled professionals receive fair compensation while maintaining overtime exemption compliance.
Local Minimum Wage Increases Across Washington
Several cities and counties have set local minimum wages exceeding the state rate, which also take effect in 2026.
Seattle
Seattle’s minimum wage rises to $21.30 per hour for all employees, marking a 2.6% increase from 2025 and keeping the city among the highest-paying in the nation.
Bellingham
Bellingham employees will earn $19.13 per hour, $2 above the state minimum wage, reflecting a 2.5% increase from the previous year.
Burien
Burien applies rates based on employer size:
- Large employers (500+ employees): $21.63 per hour
- Medium employers (21–499 employees): $20.63 per hour
- Small employers (≤20 employees): subject to state minimum wage
Everett
Everett’s large employers will pay $20.77 per hour starting January 1, 2026. Employers with 15–499 employees or annual revenue over $2 million must pay $18.77 per hour, rising to $19.77 on July 1, 2026.
Renton
In Renton, large employers pay $21.57 per hour, while medium employers start at $20.57, increasing to $21.57 mid-year. Small employers remain subject to the state minimum wage.
SeaTac
Workers in SeaTac’s hospitality and transportation sectors will earn $20.74 per hour, a 2.8% increase from 2025.
Tukwila
Tukwila raises its minimum wage to $21.65 per hour for all employers, a 2.6% annual increase.
Unincorporated King County Minimum Wage Rules
Unincorporated areas of King County follow their own structure based on employer size and revenue:
| Employer Category | 2026 Minimum Wage |
|---|---|
| 500+ Employees | $20.82 per hour |
| 16–499 Employees | $19.82 per hour |
| ≤15 Employees with $2M+ Revenue | $19.82 per hour |
| ≤15 Employees with under $2M Revenue | $18.32 per hour |
Employers can verify if their business is in an unincorporated area using King County’s official interactive map.
Frequently Asked Questions
Q: When does Washington’s 2026 minimum wage take effect?
A: The new rates take effect statewide on January 1, 2026.
Q: What is the new minimum wage in Seattle for 2026?
A: Seattle’s minimum wage will be $21.30 per hour.
Q: Does unincorporated King County have different wage rates?
A: Yes. Rates vary based on employer size and annual revenue, with detailed thresholds for different categories.
Conclusion
Washington’s 2026 minimum wage increases bring important changes for workers, from statewide adjustments to city-specific rates and overtime exemptions. Employees and employers alike should review these updates carefully to ensure compliance, maximize fair pay, and prepare for upcoming payroll adjustments. By understanding local rules and statewide requirements, workers can confidently anticipate their earnings while employers align compensation practices with new legal standards.