Minimum wage in Tukwila, WA
$21.65 per hour1
per hourGeneral rate since January 1, 2026
No scheduled increase on record.
1 rate in force
Rates by worker type, industry and employer size
The highest rate that fits the job applies.
| Applies to | Rate | Effective |
|---|---|---|
15+ employeesSourcePay minimum wage of at least $21.65 per hour beginning January 1, 2026 (this can include commissions but not tips or gratuities)
Verified September 26, 2026 | $21.65January 1, 2026 | January 1, 2026 |
BLS · May 2025
How the minimum compares with typical pay in Washington
71%of the median hourly wage
The median hourly wage across all occupations in Washington is $30.28 and the mean is $40.06 (BLS Occupational Employment and Wage Statistics, May 2025, state estimates). The minimum wage of $21.65 is 71% of the median and above the 10th-percentile wage of $18.59: more than a tenth of workers across Washington earn less than this rate. BLS
| Applies to | Rate |
|---|---|
| Minimum wage | $21.65 |
| 10th percentile | $18.59 |
| 25th percentile | $22.61 |
| Median | $30.28 |
| Mean | $40.06 |
11 rules · September 27, 2026
Labor law basics in Tukwila, WA
What the law adds on top of the hourly rate. Follow the citation for exceptions.
Overtime
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)
Source
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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- RCW 49.46.130. Agricultural workers were phased in to the 40-hour threshold on January 1, 2024.
Verified September 27, 2026
Meal breaks
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))
Source: 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.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Rest breaks
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))
Source: 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.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Pay frequency
Employers must pay employees at least once a month on a regular, scheduled payday. (all employers)
Source
Employers are required to pay employees at least once per month on a regular, scheduled payday.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- 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.
Verified September 27, 2026
Final paycheck
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)
Source
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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- RCW 49.48.010(2): wages are due at the end of the established pay period.
Verified September 27, 2026
Paid sick leave
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)
Source: 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.
- Source
- statute
- snapshot
- September 27, 2026
Verified September 27, 2026
Tips
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)
Source
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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- RCW 49.46.020(3) also covers service charges.
Verified September 27, 2026
Overtime-exempt salary threshold
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)
Source: 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;
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- 2027: 2.25x (50 or fewer employees) or 2.5x (more than 50); from 2028: 2.5x for all employers (same rule).
Verified September 27, 2026
Young workers' hours
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)
Source: 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;
- Source
- statute
- snapshot
- September 27, 2026
- Notes
- WAC 296-125-101 was adopted by WSR 26-11-048, effective July 1, 2026, replacing WAC 296-125-027.
Verified September 27, 2026
Recovering unpaid wages
Workers can file a worker rights complaint with L&I within 3 years of when the violation occurred, or within 180 days for retaliation.
Source
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.
- Source
- agency page
- snapshot
- September 27, 2026
- Notes
- L&I investigates unpaid minimum wage, overtime, agreed wages, sick leave, final paychecks and tips.
Verified September 27, 2026
Required poster
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)
Source: 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.
- Source
- agency page
- snapshot
- September 26, 2026
- Notes
- The notice DOL publishes for this purpose is the FLSA minimum wage poster (WH-1088), free from the WHD posters page.
Verified September 26, 2026
$21.65 / hour
Calculators
Estimates before tax at this rate. Nothing you type leaves this page.
What this wage pays
| Weekly | $866.00 |
|---|---|
| Monthly52 weeks ÷ 12 | $3,752.67 |
| Annual52 weeks | $45,032.00 |
| Overtime rate1.5× where overtime applies | $32.47 |
Were you underpaid?
2 questions
Frequently asked questions
What is the minimum wage in Tukwila, WA?
$21.65 per hour since January 1, 2026. For a 40-hour week that is about $866.00 a week or $45,032.00 a year before tax.
Is the minimum wage in Tukwila, WA increasing?
No increase is scheduled on record as of October 1, 2026. Inflation-indexed jurisdictions announce the next figure a few months before it takes effect.
3 levels of law
How this rate is resolved
The highest minimum that covers the work location applies.
Employers must pay the highest minimum that covers the work location. WageTable checks each level in turn:
- United States
- Washington
- Tukwila
Tukwila sets 1 rule of its own.
Notes on this jurisdiction's rules and sources
UC Berkeley Labor Center inventory (us-berkeley-local-inventory, as of 2026-09-26): listed (city page on minimum wage and fair access to additional hours of work). Official page: $21.65 in 2026 for covered employers (15+ employees worldwide, or over $2M Tukwila revenue, or large franchise networks); mid-size reached the large rate July 1, 2025. TMC 5.63, in force since July 1, 2023 (Nov 2022 initiative).