Salario mínimo en Wyoming
$7.25 por hora1
por horaTarifa general desde el 24 de julio de 2009 · fijada por United States
No hay aumentos programados registrados.
Las condiciones, citas y notas se muestran en el idioma de la fuente oficial (inglés).
2 tarifas vigentes
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 |
|---|---|---|---|---|
Employers not covered by the federal FLSAFuente: W.S. 27-4-202(a) Every employer shall pay to each of his or her employees wages at a rate of not less than five dollars and fifteen cents ($5.15) per hour.
Verificado el 26 de septiembre de 2026 | $5.151 de abril de 2001 | — | — | 1 de abril de 2001 |
Trabajadores con propinas · employers not covered by the federal FLSA; employee customarily and regularly receives more than $30.00 a month in tipsFuente: W.S. 27-4-202(b) Effective April 1, 2001 and thereafter, all employers who employ tipped employees shall not pay less than two dollars and thirteen cents ($2.13) per hour to his tipped employees.
Verificado el 26 de septiembre de 2026 | $5.151 de abril de 2001 | $2.13 | — | 1 de abril de 2001 |
BLS · May 2025
Cómo se compara el mínimo con el salario típico en Wyoming
30%del salario mediano por hora
El salario mediano por hora en todas las ocupaciones en Wyoming es $24.17 y el promedio es $29.60 (BLS Occupational Employment and Wage Statistics, May 2025, state estimates). El salario mínimo de $7.25 equivale al 30% de la mediana; el salario del percentil 10 es $13.88, así que el décimo peor pagado de los trabajadores gana hasta $6.63 por encima del mínimo. BLS
| Aplica a | Tarifa |
|---|---|
| Salario mínimo | $7.25 |
| Percentil 10 | $13.88 |
| Percentil 25 | $17.84 |
| Mediana | $24.17 |
| Promedio | $29.60 |
8 reglas · 27 de septiembre de 2026
Reglas laborales básicas en Wyoming
Lo que la ley añade a la tarifa por hora. Consulte la cita para ver excepciones.
Último cheque
An employee who leaves a job must receive the final paycheck by the employer's next regular payday. (all employees)
Fuente
Q: When will I receive my final paycheck after leaving a job? A: By your employer’s next regular payday. Statute: W.S. 27-4-104(a)
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Frecuencia de pago
Wyoming sets no pay frequency for most employers, but employers in certain industries must pay semi-monthly.
Fuente
Q: How often do I have to pay employees? A: Most employers: No set requirement. Certain industries: Must pay semi-monthly.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
- Notas
- W.S. 27-4-101 lists the industries (mining, railroads, manufacturing and others).
Verificado el 27 de septiembre de 2026
Recuperar salarios impagos
Workers owed wages for work in Wyoming can file a Claim for Wages online with the Department of Workforce Services' Labor Standards Division, which can collect on their behalf.
Fuente
1. Is your claim for work done in Wyoming? Yes: You can file a formal Claim for Wages i through the Wyoming Department of Workforce Services’ Labor Standards Division. No (or the claim is very old): You need to contact the U.S. Department of Labor instead. U.S. Department of Labor (Salt Lake City Office) Phone: (801) 257-6560 Address: 60 East South Temple Street, Suite 575, Salt Lake City, UT 84111 2. Try talking to your employer first Before filing a formal claim, try to resolve the issue directly with your boss. It’s often the fastest way to get your money. If they still won’t pay, your next step is to file a formal Claim for Wages. 3. How to file your claim You must complete the Claim for Wages form online. When you enter your initials and click “Save,” you are agreeing to three important things: Honesty: You swear that everything you’ve written is true. Permission to Collect: You authorize the Department to collect the money on your behalf.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
- Notas
- W.S. 27-4-204(a) also allows a civil suit for unpaid wages.
Verificado el 27 de septiembre de 2026
Cartel obligatorio
Employers must display labor law posters in a high-traffic area where everyone can easily read them; DWS provides them free. (all employers)
Fuente
By law, you must display labor law posters in a high-traffic area—like a breakroom or near the time clock—where everyone can easily read them. The best part? You don’t need to pay a dime to stay legal.
- Fuente
- agency page
- captura
- 27 de septiembre de 2026
Verificado el 27 de septiembre de 2026
Horas extra
Covered non-exempt employees must be paid at least 1.5 times their regular rate for hours worked over 40 in a workweek; federal law sets no daily overtime and no weekend or holiday premium. (non-exempt employees covered by the FLSA)
Fuente: 29 U.S.C. § 207
Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
Verificado el 26 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
Horarios de trabajadores menores
14- and 15-year-olds may work at most 3 hours on a school day, 8 hours on a non-school day, 18 hours in a school week and 40 hours in a non-school week, outside school hours. (14- and 15-year-olds in non-agricultural jobs)
Fuente: 29 C.F.R. Part 570
no more than 3 hours on a school day , including Fridays; no more than 8 hours on a nonschool day; no more than 18 hours during a week when school is in session; no more than 40 hours during a week when school is not in session;
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
Verificado el 26 de septiembre de 2026
Propinas
An employer may count tips toward the minimum wage only after telling the tipped employee the cash wage, the tip credit claimed, that the credit cannot exceed tips received, that tips belong to the employee except in a valid tip pool, and that the credit requires this notice; employers, managers and supervisors may never keep employees' tips. (tipped employees under the FLSA)
Fuente
Employers must provide the following information to tipped employees before taking a tip credit under the FLSA: the amount of the direct (or cash) wage the employer is paying a tipped employee, which must be at least $2.13 per hour; the additional amount claimed by the employer as a tip credit, which cannot exceed $5.12 (the difference between the minimum required direct (or cash) wage of $2.13 and the current minimum wage of $7.25); that the tip credit claimed by the employer cannot exceed the amount of tips actually received by the tipped employee; that all tips received by the tipped employee are to be retained by the employee except for a valid tip pooling arrangement limited to employees who customarily and regularly receive tips; and that the tip credit will not apply to any tipped employee unless the employee has been informed of these tip credit provisions.
- Fuente
- agency page
- captura
- 26 de septiembre de 2026
Verificado el 26 de septiembre de 2026
$7.25 / hora
Calculadoras
Estimaciones antes de impuestos a esta tarifa. Nada de lo que escriba sale de esta página.
Cuánto paga este salario
| Semanal | $290.00 |
|---|---|
| Mensual52 semanas ÷ 12 | $1,256.67 |
| Anual52 semanas | $15,080.00 |
| Tarifa de horas extra1.5× donde apliquen horas extra | $10.88 |
4 preguntas
Preguntas frecuentes
¿Cuál es el salario mínimo en Wyoming?
$7.25 por hora desde el 24 de julio de 2009, fijado por United States. Para una semana de 40 horas son unos $290.00 por semana o $15,080.00 al año antes de impuestos.
¿Va a subir el salario mínimo en Wyoming?
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 Wyoming?
El empleador puede pagar a los trabajadores con propinas un salario en efectivo de $2.13 por hora siempre que las propinas los lleven a $5.15.
¿Cómo se compara Wyoming con otros estados?
Los $7.25 de Wyoming ocupan el puesto 32 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
- Wyoming
Wyoming fija 2 reglas propias.
Notas sobre las reglas y fuentes de esta jurisdicción
Wyoming's $5.15 (W.S. 27-4-202) applies only to employment not covered by the federal FLSA; FLSA-covered employers must pay the federal $7.25 (DWS FAQ). No state overtime except public works.
Wyoming
Aplicación
A cargo de Wyoming Department of Workforce Services, Labor Standards. El empleador debe exhibir el cartel oficial del salario mínimo.
¿Le pagan de menos?Presente un reclamo salarial