Salario mínimo en District of Columbia
$18.40 por hora1
por horaTarifa general desde el 1 de julio de 2026
No hay aumentos programados registrados.
Las condiciones, citas y notas se muestran en el idioma de la fuente oficial (inglés).
1 tarifa vigente
Tarifas por tipo de trabajador, industria y tamaño del empleador
Aplica la tarifa más alta que corresponda al trabajo.
| Aplica a | Tarifa | Salario en efectivo | Crédito por propinas máx. | Vigente desde |
|---|---|---|---|---|
Trabajadores con propinas · employee who receives tipsFuenteBeginning July 1, 2026, the minimum wage in the District of Columbia will increase from $17.95 per hour to $18.40 per hour for all workers, regardless of size of employer. Under D.C. Code § 32-1003, the minimum wage increases each year in proportion to the increase, if any, in the Consumer Price Index for all Urban Consumers in the Washington Metropolitan Statistical Area published by the Bureau of Labor Statistics, U.S. Department of Labor (“CPI”). In 2025, the CPI increased by 2.4% within the Washington Metropolitan Statistical Area. Beginning July 1, 2026, the base minimum wage for tipped employees will increase from $10.00 per hour to $10.30. However, if an employee’s hourly tip earnings (averaged weekly) added to the base minimum wage do not equal at least the District’s full minimum wage, the employer must pay the difference.
Verificado el 26 de septiembre de 2026 | $18.401 de julio de 2026 | $10.30 | — | 1 de julio de 2026 |
2016 a 2026
Historial
Cada escalón es una fila de tarifa con su propia fuente citada.
Ver el historial como tabla
| Aplica a | Tarifa | Vigente desde | Hasta |
|---|---|---|---|
GeneralFuente: D.C. Code § 32-1003the minimum hourly wage shall be as of: (i) July 1, 2016: $11.50; (ii) July 1, 2017: $12.50; (iii) July 1, 2018: $13.25; (iv) July 1, 2019: $14.00; and (v) July 1, 2020: $15.00.
Verificado el 26 de septiembre de 2026 | $15.001 de julio de 2020 – 1 de julio de 2021 | 1 de julio de 2020 | 1 de julio de 2021 |
GeneralFuente: D.C. Code § 32-1003the minimum hourly wage shall be as of: (i) July 1, 2016: $11.50; (ii) July 1, 2017: $12.50; (iii) July 1, 2018: $13.25; (iv) July 1, 2019: $14.00; and
Verificado el 26 de septiembre de 2026 | $14.001 de julio de 2019 – 1 de julio de 2020 | 1 de julio de 2019 | 1 de julio de 2020 |
GeneralFuente: D.C. Code § 32-1003the minimum hourly wage shall be as of: (i) July 1, 2016: $11.50; (ii) July 1, 2017: $12.50; (iii) July 1, 2018: $13.25;
Verificado el 26 de septiembre de 2026 | $13.251 de julio de 2018 – 1 de julio de 2019 | 1 de julio de 2018 | 1 de julio de 2019 |
GeneralFuente: D.C. Code § 32-1003the minimum hourly wage shall be as of: (i) July 1, 2016: $11.50; (ii) July 1, 2017: $12.50;
Verificado el 26 de septiembre de 2026 | $12.501 de julio de 2017 – 1 de julio de 2018 | 1 de julio de 2017 | 1 de julio de 2018 |
GeneralFuente: D.C. Code § 32-1003the minimum hourly wage shall be as of: (i) July 1, 2016: $11.50;
Verificado el 26 de septiembre de 2026 | $11.501 de julio de 2016 – 1 de julio de 2017 | 1 de julio de 2016 | 1 de julio de 2017 |
BLS · May 2025
Cómo se compara el mínimo con el salario típico en District of Columbia
42%del salario mediano por hora
El salario mediano por hora en todas las ocupaciones en District of Columbia es $44.01 y el promedio es $53.37 (BLS Occupational Employment and Wage Statistics, May 2025, state estimates). El salario mínimo de $18.40 equivale al 42% de la mediana; el salario del percentil 10 es $19.06, así que el décimo peor pagado de los trabajadores gana hasta $0.66 por encima del mínimo. BLS
| Aplica a | Tarifa |
|---|---|
| Salario mínimo | $18.40 |
| Percentil 10 | $19.06 |
| Percentil 25 | $26.66 |
| Mediana | $44.01 |
| Promedio | $53.37 |
9 reglas · 27 de septiembre de 2026
Reglas laborales básicas en District of Columbia
Lo que la ley añade a la tarifa por hora. Consulte la cita para ver excepciones.
Horas extra
Employers must pay at least 1.5 times the regular rate for hours worked over 40 in a workweek. (non-exempt employees)
Fuente: D.C. Code § 32-1003
(c) No employer shall employ any employee for a workweek that is longer than 40 hours, unless the employee receives compensation for employment in excess of 40 hours at a rate not less than 1 1/2 times the regular rate at which the employee is employed.
- Fuente
- statute
- captura
- 26 de septiembre de 2026
- Notas
- D.C. Code § 32-1003(c).
Verificado el 27 de septiembre de 2026
Frecuencia de pago
Employers must pay wages on regular paydays designated in advance at least twice each calendar month (monthly for bona fide executive, administrative and professional employees), with no more than 10 working days between the end of the pay period and payday.
Fuente: D.C. Code § 32-1302
An employer shall pay all wages earned to his or her employees on regular paydays designated in advance by the employer and at least twice during each calendar month; except, that all bona fide administrative, executive, and professional employees (those employees employed in a bona fide administrative, executive, or professional capacity, as defined in section 7-999.1 of the District of Columbia Municipal Regulation (7 DCMR § 999.1)) shall be paid at least once per month; provided, however, that an interval of not more than 10 working days may elapse between the end of the pay period covered and the regular payday designated by the employer, except where a different period is specified in a collective agreement between an employer and a bona fide labor organization; provided further, that where, by contract or custom, an employer has paid wages at least once each calendar month, he may lawfully continue to do so.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Último cheque
A discharged employee must be paid by the next working day, and an employee who quits must be paid by the next regular payday or within 7 days, whichever is earlier; late payment adds liquidated damages of 10% of unpaid wages per working day, capped at treble the wages.
Fuente: D.C. Code § 32-1303
(1) Whenever an employer discharges an employee, the employer shall pay the employee’s wages earned not later than the working day following such discharge; provided, however, that in the instance of an employee who is responsible for monies belonging to the employer, the employer shall be allowed a period of 4 days from the date of discharge or resignation for the determination of the accuracy of the employee’s accounts, at the end of which time all wages earned by the employee shall be paid. (2) Whenever an employee (not having a written contract of employment for a period in excess of 30 days) quits or resigns, the employer shall pay the employee’s wages due upon the next regular payday or within 7 days from the date of quitting or resigning, whichever is earlier. (3) When work of an employee is suspended as a result of a labor dispute, the employer shall pay to such employee not later than the next regular payday, designated under § 32-1302, wages earned at the time of suspension. (4) If an employer fails to pay an employee wages earned as required under paragraphs (1), (2), and (3) of this section, such employer shall pay, or be additionally liable to, the employee, as liquidated damages, 10 per centum of the unpaid wages for each working day during which such failure shall continue after the day upon which payment is hereunder required, or an amount equal to treble the unpaid wages, whichever is smaller.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Licencia por enfermedad pagada
Employers must provide paid sick and safe leave of at least 1 hour per 37 hours worked up to 7 days a year (100+ employees), 1 hour per 43 hours up to 5 days (25-99 employees), or 1 hour per 87 hours up to 3 days (24 or fewer employees).
Fuente: D.C. Code § 32-531.02
(a)(1) An employer with 100 or more employees shall provide for each employee not less than one hour of paid leave for every 37 hours worked, not to exceed 7 days per calendar year. (2) An employer with at least 25, but not more than 99, employees shall provide for each employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year. (3) An employer with 24 or fewer employees shall provide not less than one hour of paid leave for every 87 hours worked, not to exceed 3 days per calendar year.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Propinas
An employer may pay the lower tipped minimum wage only if it has given the employee written notice of the tip rules, any tip-sharing policy and the credit-card fee deduction, has posted any tip-sharing policy, and lets employees keep all their tips apart from sharing among customarily tipped employees. (employees who receive gratuities)
Fuente: D.C. Code § 32-1003
(g) Subsection (f) of this section shall not apply to an employee who receives gratuities, unless: (1) The employer has provided the employee with notice of the following, included in the notice furnished pursuant to § 32-1008(c): (A) The provisions of subsection (f) of this section; (B) If tips are not shared, that the tipped employee shall retain all tips received; (C) If tips are shared, the employer's tip-sharing policy; and (D) The percentage by which tips paid via credit card will be reduced by credit card fees; (2) If the employer uses tip sharing, the employer has posted the tip-sharing policy; and (3) All gratuities received by the employee have been retained by the employee, except that this provision shall not be construed to prohibit the sharing of gratuities among employees who customarily receive gratuities.
- Fuente
- statute
- captura
- 26 de septiembre de 2026
- Notas
- D.C. Code § 32-1003(g). The tipped minimum wage itself (56% of the minimum wage from July 1, 2026, rising in steps to 75% in 2034) is in § 32-1003(f) and the rate rows.
Verificado el 27 de septiembre de 2026
Horarios de trabajadores menores
Minors under 18 may not work more than 8 hours a day, 48 hours a week or 6 consecutive days a week; 16- and 17-year-olds may not work before 6 a.m. or after 10 p.m., and under-16s before 7 a.m. or after 7 p.m. (9 p.m. from June 1 through Labor Day). (minors under 18 outside agriculture, housework and newspaper work)
Fuente: D.C. Code § 32-202
Except as provided in § 32-206, no minor under 18 years of age shall be employed, permitted, or suffered to work in, about, or in connection with any gainful occupation, except in agricultural work, or housework, or in the distribution or sale of newspapers, as prescribed in § 32-201, and except in newspaper stuffing, subject to the provisions of § 32-215, more than 6 consecutive days in any 1 week, or more than 48 hours in any 1 week, or more than 8 hours in any 1 day, nor shall any minor 16 or 17 years of age be employed, permitted, or suffered to work before 6:00 a.m. or after 10:00 p.m. of any day; nor shall any minor under 16 years of age be employed, permitted, or suffered to work before 7:00 a.m. or after 7:00 p.m. of any day, except during the summer (June 1 through Labor Day) when the evening hour shall be 9:00.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Cartel obligatorio
Every employer subject to the Minimum Wage Act must keep a copy or summary of the Act and applicable regulations, in a form approved by the Mayor, posted in a conspicuous and accessible place where covered employees work; the Mayor furnishes copies free.
Fuente: D.C. Code § 32-1009
(a) Every employer who is subject to any provision of this subchapter or any regulation issued under this subchapter shall keep a copy or summary of this subchapter and any applicable regulation issued under this subchapter, in a form prescribed or approved by the Mayor, posted in a conspicuous and accessible place in or about the premises at which any employee covered by the regulation is employed. If an employer fails to comply with this requirement, the period prescribed in § 32-1308(c) shall not begin until the employer posts or provides the required notice. (b) Employers shall be furnished copies or summaries of this subchapter by the Mayor without charge,
- Fuente
- statute
- captura
- 27 de septiembre de 2026
- Notas
- If the notice is not posted, the limitation period of § 32-1308(c) does not begin to run (§ 32-1009(a)).
Verificado el 27 de septiembre de 2026
Recuperar salarios impagos
A court action for unpaid wages or liquidated damages under DC wage laws must be commenced within 3 years after the cause of action accrued, or after the last occurrence if the violation is continuous.
Fuente: D.C. Code § 32-1308
(c)(1) Any action commenced in a court of competent jurisdiction on or after February 26, 2015, to enforce any cause of action for unpaid wages or liquidated damages under this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act, or any regulation issued pursuant to this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act, must be commenced within 3 years after the cause of action accrued, or of the last occurrence if the violation is continuous, or the cause of action shall be forever barred. (2) This period is tolled: (A) From the date the employee files an administrative complaint with the Mayor until the Mayor notifies the employee in writing that the administrative complaint has been resolved or until the administrative complaint is withdrawn by the employee, whichever is sooner; or
- Fuente
- statute
- captura
- 27 de septiembre de 2026
- Notas
- The period is tolled while an administrative complaint with the Mayor (DC Department of Employment Services, Office of Wage-Hour Compliance) is pending (§ 32-1308(c)(2)).
Verificado el 27 de septiembre de 2026
Umbral salarial exento de horas extra
Executive, administrative and professional employees are exempt from minimum wage and overtime only if they meet the duties tests and are paid a salary of at least $684 per week ($35,568 a year). (executive, administrative, professional and outside sales employees)
Fuente: 29 C.F.R. Part 541
To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
- Notas
- The 2024 rule raising the level to $844/$1,128 was vacated in November 2024; DOL enforces the 2019 level of $684.
Verificado el 26 de septiembre de 2026
$18.40 / hora
Calculadoras
Estimaciones antes de impuestos a esta tarifa. Nada de lo que escriba sale de esta página.
Cuánto paga este salario
| Semanal | $736.00 |
|---|---|
| Mensual52 semanas ÷ 12 | $3,189.33 |
| Anual52 semanas | $38,272.00 |
| Tarifa de horas extra1.5× donde apliquen horas extra | $27.60 |
4 preguntas
Preguntas frecuentes
¿Cuál es el salario mínimo en District of Columbia?
$18.40 por hora desde el 1 de julio de 2026. Para una semana de 40 horas son unos $736.00 por semana o $38,272.00 al año antes de impuestos.
¿Va a subir el salario mínimo en District of Columbia?
No hay aumentos programados al 1 de octubre de 2026. Las jurisdicciones indexadas a la inflación anuncian la próxima cifra unos meses antes de que entre en vigor.
¿Cuál es el salario mínimo para trabajadores con propinas en District of Columbia?
El empleador puede pagar a los trabajadores con propinas un salario en efectivo de $10.30 por hora siempre que las propinas los lleven a $18.40.
¿Cómo se compara District of Columbia con otros estados?
Los $18.40 de District of Columbia ocupan el puesto 1 de 51 tarifas estatales, frente al piso federal de $7.25.
2 niveles de ley
Cómo se determina esta tarifa
Aplica el mínimo más alto que cubra el lugar de trabajo.
El empleador debe pagar el mínimo más alto que cubra el lugar de trabajo. WageTable revisa cada nivel en orden:
- Estados Unidos
- District of Columbia
District of Columbia fija 2 reglas propias.
Notas sobre las reglas y fuentes de esta jurisdicción
Minimum wage adjusted each July 1 by CPI-U for the Washington MSA since 2021 (D.C. Code § 32-1003(a)(6)). Tipped minimum wage is 56% of the minimum wage from July 1, 2026, rising to 60% (2028), 65% (2030), 70% (2032) and 75% (2034) under § 32-1003(f). The CPI-adjusted rates for July 2021 - June 2026 and history before 2016 are not yet sourced. DC also has a living wage and a security officer minimum wage (separate programs, not published here).
District of Columbia
Aplicación
A cargo de DC Department of Employment Services, Office of Wage-Hour Compliance. El empleador debe exhibir el cartel oficial del salario mínimo.
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