Wisconsin Minimum Wage: Rate, Tipped Wage, and Local Rules

Wisconsin's minimum wage is $7.25 per hour for most adult employees as of 2026 — exactly the same as the federal minimum under the Fair Labor Standards Act (FLSA). Wisconsin has not raised its state rate above the federal floor; the $7.25 figure has been in place since 2009, when it rose alongside the last federal increase. Wisconsin does not index its minimum wage to inflation, so the rate only changes when the state Legislature passes a new law or when Congress raises the federal minimum. For tipped workers, Wisconsin sets a separate cash wage of $2.33 per hour, with the employer permitted to count tips toward the difference up to the full $7.25. Because these figures are statutory and unchanged for years, they are stable — but you should always confirm the current numbers with the Wisconsin Department of Workforce Development before relying on them.

Wisconsin's Standard Minimum Wage

The minimum wage in Wisconsin is governed by Chapter 104 of the Wisconsin Statutes and the administrative rules in DWD 272 of the Wisconsin Administrative Code. The standard minimum for adult employees is $7.25 per hour. Unlike states such as California, Illinois, or neighboring Minnesota, Wisconsin tracks the federal baseline rather than setting a higher figure of its own. That means a worker in Milwaukee, Madison, or Green Bay is generally entitled to the same $7.25 floor as a worker covered only by federal law.

Wisconsin law recognizes several distinct minimum-wage categories beyond the standard adult rate:

• Adult and minor employees: Both are entitled to $7.25 per hour as the general minimum. Wisconsin does not set a lower base rate for minors performing standard work.
• Opportunity employees: Wisconsin allows a lower "opportunity wage" of $5.90 per hour for employees under age 20 during their first 90 consecutive calendar days of employment with an employer. After 90 days — or once the worker turns 20 — the full $7.25 rate applies. This mirrors the federal youth training wage concept but uses Wisconsin's own dollar figure.
• Tipped employees: A cash wage of $2.33 per hour applies, discussed in detail below.
• Tipped opportunity employees: Wisconsin sets a cash wage of $2.13 per hour for tipped workers who are also under 20 and within their first 90 days.

There are also special rules for agricultural workers, caddies, camp counselors, and certain student learners and workers with disabilities (the latter sometimes paid under special certificates). These categories have their own rates and conditions set by administrative rule.

The Tipped Wage and Tip Credit

Wisconsin permits a tip credit, which is the difference between the lower cash wage an employer pays directly and the full minimum wage. The mechanics work like this: an employer pays a tipped employee at least $2.33 per hour in direct cash wages, then claims a tip credit of up to $4.92 per hour ($7.25 minus $2.33). The tips the employee actually earns must cover that gap.

Critically, the tip credit only works if the employee's tips are large enough. If an employee's cash wage of $2.33 plus the tips they receive does not add up to at least $7.25 per hour for the workweek, the employer must make up the difference. A worker can never lawfully earn less than $7.25 per hour once tips are counted. Wisconsin rules also require that the employer have a tipping arrangement in place and that the worker actually customarily and regularly receives tips — an employer cannot simply declare a position "tipped" to pay the lower cash wage.

Wisconsin's $2.33 cash wage is higher than the federal tipped cash minimum of $2.13, so Wisconsin employers must use the state's higher figure. Tip pooling among employees who customarily receive tips is generally permitted, but tips belong to employees, and employers (including managers and supervisors) may not keep employees' tips.

How Wisconsin Compares to the Federal Rule

Under the FLSA, the federal minimum wage is $7.25 per hour and the federal tipped cash wage is $2.13 per hour. When a state minimum equals or matches the federal rate, the practical floor for workers is $7.25 either way. Where Wisconsin differs from the bare federal scheme is in its higher tipped cash wage ($2.33 versus $2.13) and its specific opportunity-wage structure. Because Wisconsin's standard rate is identical to the federal minimum, a future increase in the federal minimum wage would automatically raise the effective floor for Wisconsin workers covered by the FLSA, even if the Wisconsin Legislature took no action.

Overtime is a separate issue but closely related: both federal law and Wisconsin require time-and-a-half pay for hours worked over 40 in a workweek for covered, non-exempt employees. Wisconsin does not have a daily overtime rule (unlike, for example, California).

Local Minimum Wages: Preempted in Wisconsin

One of the most important things to understand about Wisconsin is that no city or county can set its own minimum wage higher than the state rate. Wisconsin Statute section 104.001 expressly preempts local governments from establishing or enforcing a local minimum wage ordinance covering private employers. This 2017 preemption law means that Milwaukee, Madison, Dane County, and every other Wisconsin municipality are barred from adopting a local living-wage or minimum-wage ordinance that would exceed $7.25 for private-sector workers.

This is a meaningful difference from states like Illinois or Minnesota, where cities such as Chicago, Minneapolis, and St. Paul have enacted local minimums well above their state rates. In Wisconsin, the statewide $7.25 figure is the operative rate everywhere. Local governments may still set wage standards for their own public employees or for contractors on locally funded projects in some circumstances, but they cannot impose a general private-sector minimum.

How to Enforce Your Right to Minimum Wage

If you believe you have been paid less than Wisconsin's minimum wage — including a tipped worker whose tips plus cash wage fell short of $7.25 — you can file a wage claim with the Wisconsin Department of Workforce Development (DWD), specifically its Equal Rights Division, which handles labor standards and wage-and-hour complaints. The process generally involves:

• Filing a written wage claim (a Labor Standards Complaint) with the DWD Equal Rights Division, which can investigate and attempt to recover unpaid wages.
• Keeping your own records — pay stubs, schedules, tip records, and hours worked — to document the shortfall.
• Acting promptly. Wisconsin has a statute of limitations on wage claims (generally two years for these actions), so delay can cost you the ability to recover.

You may also have the option of filing a private lawsuit, and because most Wisconsin workers are also covered by the FLSA, you can pursue a federal claim through the U.S. Department of Labor's Wage and Hour Division. Retaliation against an employee for asserting wage rights or filing a complaint is prohibited under both state and federal law.

Where to Confirm the Current Rate

Minimum-wage figures can change when the Legislature acts, so always verify before relying on a number. The authoritative source is the Wisconsin Department of Workforce Development (DWD), which publishes the current minimum-wage rates, the tipped and opportunity-wage figures, and the governing rules under DWD 272 on its official website. For federal comparisons and FLSA coverage questions, the U.S. Department of Labor's Wage and Hour Division is the corresponding national source. When in doubt — especially for tipped-wage math or eligibility for the opportunity wage — contact the DWD Equal Rights Division directly rather than relying on a posted figure that may be out of date.

Official Wisconsin Sources

This page is based on Wisconsin employment law. Rules and figures change — verify the current details directly with the official Wisconsin sources below. This is general legal information, not legal advice.

• Wisconsin Department of Workforce Development - Equal Rights Division — official Wisconsin agency.
• How to File a Wage Claim (Equal Rights Division, Labor Standards)
• Wisconsin Statutes Chapter 109 - Wage Payments, Claims and Collections

Federal law and local ordinances may also apply. Federal laws like the Fair Labor Standards Act set a national floor, and your city or county may add protections (such as a higher local minimum wage or paid sick leave). Check both alongside Wisconsin state law.