Salario mínimo en King County (unincorporated), WA
$20.82 por hora1
por horaTarifa general desde el 1 de enero de 2026
No hay aumentos programados registrados.
Las condiciones, citas y notas se muestran en el idioma de la fuente oficial (inglés).
4 tarifas vigentes
Tarifas por tipo de trabajador, industria y tamaño del empleador
Aplica la tarifa más alta que corresponda al trabajo.
| Aplica a | Tarifa | Vigente desde |
|---|---|---|
1–15 empleados · annual gross revenue less than $2 millionFuente15 or fewer employees and an annual gross revenue of less than $2 million | $18.32 per hour ($2.50 less) |
Verificado el 26 de septiembre de 2026 | $18.321 de enero de 2026 | 1 de enero de 2026 |
1–15 empleados · annual gross revenue $2 million or moreFuente15 or fewer employees and an annual gross revenue of $2 million or more | $19.82 per hour ($1.00 less) |
Verificado el 26 de septiembre de 2026 | $19.821 de enero de 2026 | 1 de enero de 2026 |
16–499 empleadosFuenteMore than 15 employees but fewer than 500 employees and gross revenue of any amount | $19.82 per hour ($1.00 less) |
Verificado el 26 de septiembre de 2026 | $19.821 de enero de 2026 | 1 de enero de 2026 |
501+ empleadosFuenteMore than 500 employees and gross revenue of any amount | $20.82 per hour |
Verificado el 26 de septiembre de 2026 | $20.821 de enero de 2026 | 1 de enero de 2026 |
BLS · May 2025
Cómo se compara el mínimo con el salario típico en Washington
69%del salario mediano por hora
El salario mediano por hora en todas las ocupaciones en Washington es $30.28 y el promedio es $40.06 (BLS Occupational Employment and Wage Statistics, May 2025, state estimates). El salario mínimo de $20.82 equivale al 69% de la mediana y supera el salario del percentil 10, $18.59: más de una décima parte de los trabajadores de Washington gana menos que esta tarifa. BLS
| Aplica a | Tarifa |
|---|---|
| Salario mínimo | $20.82 |
| Percentil 10 | $18.59 |
| Percentil 25 | $22.61 |
| Mediana | $30.28 |
| Promedio | $40.06 |
11 reglas · 27 de septiembre de 2026
Reglas laborales básicas en King County (unincorporated), WA
Lo que la ley añade a la tarifa por hora. Consulte la cita para ver excepciones.
Horas extra
Most employees must be paid at least 1.5 times their regular hourly rate for hours over 40 in a 7-day workweek and cannot waive it; Washington requires no double time and no overtime for hours over 8 in a day, except on certain public works projects. (non-exempt employees)
Fuente
Most employees who work more than 40 hours in a 7-day workweek must be paid overtime. Overtime pay must be at least 1.5 times the employee’s regular hourly rate. Other overtime rates, like double time pay are not required under Washington state law, with the exception of certain public works projects. Employees cannot waive their right to overtime pay. Employers must pay overtime to eligible workers regardless of the employer’s size. Employers can mandate overtime work, with the exception of certain healthcare facility employees. Collective bargaining agreements and employers can provide overtime pay more generous than Washington law requires. Workweek and Workday Employers can define a workweek as any 7 consecutive days beginning on the same day and time every week. If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday. Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- RCW 49.46.130. Agricultural workers were phased in to the 40-hour threshold on January 1, 2024.
Verificado el 27 de septiembre de 2026
Descanso para comer
Employees get a meal period of at least 30 minutes starting between the 2nd and 5th hour of the shift, may not be required to work more than 5 consecutive hours without one, and get another 30-minute meal period when working 3 or more hours beyond a normal workday; the meal period is paid if the employee must remain on duty. (non-exempt adult employees (minors: WAC 296-125))
Fuente: WAC 296-126-092
(1) Employees shall be allowed a meal period of at least thirty minutes which commences no less than two hours nor more than five hours from the beginning of the shift. Meal periods shall be on the employer's time when the employee is required by the employer to remain on duty on the premises or at a prescribed work site in the interest of the employer. (2) No employee shall be required to work more than five consecutive hours without a meal period. (3) Employees working three or more hours longer than a normal work day shall be allowed at least one thirty-minute meal period prior to or during the overtime period.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Pausas de descanso
Employees get a paid rest period of at least 10 minutes for each 4 hours of working time, scheduled near the midpoint, and may not be required to work more than 3 hours without one; intermittent breaks adding up to 10 minutes per 4 hours can replace scheduled ones where the work allows. (non-exempt adult employees (minors: WAC 296-125))
Fuente: WAC 296-126-092
(4) Employees shall be allowed a rest period of not less than ten minutes, on the employer's time, for each four hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three hours without a rest period. (5) Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for each 4 hours worked, scheduled rest periods are not required.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Frecuencia de pago
Employers must pay employees at least once a month on a regular, scheduled payday. (all employers)
Fuente
Employers are required to pay employees at least once per month on a regular, scheduled payday.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- WAC 296-126-023(3)-(4): for pay periods shorter than a month, the regular payday must be no later than 10 calendar days after the period ends.
Verificado el 27 de septiembre de 2026
Último cheque
When an employee quits or is fired, the final paycheck must be paid on or before the next regularly scheduled payday, and the employer cannot hold it back for unreturned keys, uniforms, tools or equipment. (all employees)
Fuente
If an employee quits or is fired, their final paycheck must be paid on or before the next regularly scheduled payday. Employers cannot withhold a final paycheck if the employee does not turn in keys, uniforms, tools, equipment, etc. There are specific rules for deductions taken from a final paycheck.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- RCW 49.48.010(2): wages are due at the end of the established pay period.
Verificado el 27 de septiembre de 2026
Licencia por enfermedad pagada
Employees accrue at least 1 hour of paid sick leave for every 40 hours worked, and employers may front-load leave if it meets the accrual, use and carryover requirements. (employees covered by the Minimum Wage Act)
Fuente: RCW 49.46.210
(a) An employee shall accrue at least one hour of paid sick leave for every forty hours worked as an employee. An employer may provide paid sick leave in advance of accrual provided that such front-loading meets or exceeds the requirements of this section for accrual, use, and carryover of paid sick leave.
- Fuente
- statute
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Propinas
Employers must pay all tips to employees, may not keep tips or use them to pay wages, and may not take a tip credit: tips are in addition to the full state minimum wage. (all employers)
Fuente
Employers must pay all tips to employees. The employer may not take tips for company use, or to pay employee wages. “Tip crediting” isn’t allowed. Tips are in addition to, and not a part of, an employee’s state hourly minimum wage.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- RCW 49.46.020(3) also covers service charges.
Verificado el 27 de septiembre de 2026
Umbral salarial exento de horas extra
In 2026, executive, administrative and professional employees must be paid a salary of at least 2.25 times the state minimum wage for a 40-hour workweek, regardless of employer size, to be exempt from overtime. (executive, administrative and professional employees)
Fuente: WAC 296-128-545
To qualify as an exempt employee under this section, an employee must be compensated on a salary or fee basis, exclusive of board, lodging, or other facilities, as follows: (1) Beginning July 1, 2020, and through December 31, 2020, an amount not less than 1.25 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer; (2) Beginning January 1, 2021, and through December 31, 2021: (a) When the employee works for an employer with fifty or fewer employees, an amount not less than 1.5 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek; and (b) When the employee works for an employer with more than fifty employees, an amount not less than 1.75 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek. (3) Beginning January 1, 2022, and through December 31, 2022, an amount not less than 1.75 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer; (4) Beginning January 1, 2023, and through December 31, 2023: (a) When the employee works for an employer with fifty or fewer employees, an amount not less than 1.75 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek; and (b) When the employee works for an employer with more than fifty employees, an amount not less than 2.0 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek. (5) Beginning January 1, 2024, and through December 31, 2024, an amount not less than 2.0 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer; (6) Beginning January 1, 2025, and through December 31, 2025: (a) When the employee works for an employer with fifty or fewer employees, an amount not less than 2.0 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek; and (b) When the employee works for an employer with more than fifty employees, an amount not less than 2.25 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek. (7) Beginning January 1, 2026, and through December 31, 2026, an amount not less than 2.25 times the minimum wage prescribed in RCW 49.46.020 for a forty-hour workweek regardless of the size of the employer;
- Fuente
- statute
- captura
- 27 de septiembre de 2026
- Notas
- 2027: 2.25x (50 or fewer employees) or 2.5x (more than 50); from 2028: 2.5x for all employers (same rule).
Verificado el 27 de septiembre de 2026
Horarios de trabajadores menores
Minors under 16 may work at most 3 hours on a school day before another school day, 16 hours in a school week, and 8 hours a day and 40 hours a week in non-school weeks; 16- and 17-year-olds may work at most 4 hours on such a school day, 20 hours in a school week, and 8 hours a day and 48 hours a week in non-school weeks; all minors at most 6 days a week. (minors in nonagricultural employment)
Fuente: WAC 296-125-101
(1)(a) Minors under the age of 16 may work the following hours during school weeks: (i) A maximum of three hours per day on any school day preceding another school day or otherwise a maximum of eight hours per day; (ii) A maximum of six days per week; (iii) A maximum of 16 hours per week; (iv) No earlier than 7:00 a.m.; (v) No later than 7:00 p.m. on any day preceding a school day; (vi) No later than 9:00 p.m. on Fridays, Saturdays, and the day preceding a school holiday or vacation, provided that minors employed past 8:00 p.m. in service occupations shall be supervised by a responsible adult employee who is on the premises at all times; and (vii) Not during school hours. (b) Minors under the age of 16 may work the following hours during nonschool weeks: (i) A maximum of eight hours per day; (ii) A maximum of six days per week; (iii) A maximum of 40 hours per week; (iv) No earlier than 7:00 a.m.; and (v) No later than 9:00 p.m. provided that minors employed past 8:00 p.m. in service occupations shall be supervised by a responsible adult employee who is on the premises at all times. (2)(a) Sixteen- and 17-year-old minors may work the following hours during school weeks: (i) A maximum of four hours per day on any school day preceding another school day or otherwise a maximum of eight hours per day; (ii) A maximum of six days per week; (iii) A maximum of 20 hours per week; (iv) No earlier than 7:00 a.m.; (v) No later than 10:00 p.m. on any day preceding a school day; (vi) No later than midnight on Fridays, Saturdays, and the day preceding a school holiday or vacation, provided that minors employed past 8:00 p.m. in service occupations shall be supervised by a responsible adult employee who is on the premises at all times; and (vii) Not during school hours. (b) Sixteen- and 17-year-old minors may work the following hours during nonschool weeks: (i) Maximum of eight hours per day; (ii) Maximum of six days per week; (iii) Maximum of 48 hours per week;
- Fuente
- statute
- captura
- 27 de septiembre de 2026
- Notas
- WAC 296-125-101 was adopted by WSR 26-11-048, effective July 1, 2026, replacing WAC 296-125-027.
Verificado el 27 de septiembre de 2026
Recuperar salarios impagos
Workers can file a worker rights complaint with L&I within 3 years of when the violation occurred, or within 180 days for retaliation.
Fuente
File your worker rights complaint within three years of when the violation occurred. For cases involving worker retaliation, you have 180 days to file your complaint.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- L&I investigates unpaid minimum wage, overtime, agreed wages, sick leave, final paychecks and tips.
Verificado el 27 de septiembre de 2026
Cartel obligatorio
Employers whose employees are covered by the FLSA minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments. (employers covered by the FLSA)
Fuente: 29 U.S.C. § 207
Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
- Notas
- The notice DOL publishes for this purpose is the FLSA minimum wage poster (WH-1088), free from the WHD posters page.
Verificado el 26 de septiembre de 2026
$20.82 / hora
Calculadoras
Estimaciones antes de impuestos a esta tarifa. Nada de lo que escriba sale de esta página.
Cuánto paga este salario
| Semanal | $832.80 |
|---|---|
| Mensual52 semanas ÷ 12 | $3,608.80 |
| Anual52 semanas | $43,305.60 |
| Tarifa de horas extra1.5× donde apliquen horas extra | $31.23 |
¿Le pagaron de menos?
2 preguntas
Preguntas frecuentes
¿Cuál es el salario mínimo en King County (unincorporated), WA?
$20.82 por hora desde el 1 de enero de 2026. Para una semana de 40 horas son unos $832.80 por semana o $43,305.60 al año antes de impuestos.
¿Va a subir el salario mínimo en King County (unincorporated), WA?
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.
3 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
- Washington
- King County (unincorporated)
King County (unincorporated) fija 4 reglas propias.
Notas sobre las reglas y fuentes de esta jurisdicción
UC Berkeley Labor Center inventory (us-berkeley-local-inventory, as of 2026-09-26): listed as King County, WA (unincorporated); link to the county council legislation. Applies only in unincorporated areas. Official page: $20.82 in 2026 (unincorporated areas). Deductions phase out 2025-2031: 15 or fewer employees and under $2M revenue -$2.50 in 2026; 15 or fewer with $2M+ revenue and 16-499 employees -$1.00.