Wyoming's own state minimum wage is $5.15 per hour under Wyo. Stat. § 27-4-202 — one of the lowest figures on the books anywhere in the country and below the federal floor. But that number is misleading on its own: almost every Wyoming worker is actually entitled to the federal minimum of $7.25 per hour under the Fair Labor Standards Act (FLSA), because most employers in the state are "covered" by federal law. When state and federal minimum wages differ, the higher one controls, so the practical minimum wage for the typical Wyoming employee is $7.25, not $5.15. Wyoming has not raised its state rate in decades, has no scheduled increases, and has no cost-of-living (inflation) indexing, so the state figure stays frozen until the legislature changes it.
The $5.15 vs. $7.25 split: why both numbers matter
Wyoming is unusual in keeping a state minimum wage that is lower than the federal one. The state statute still lists $5.15 per hour, which was the federal rate back in the late 1990s and early 2000s. The federal minimum rose to $7.25 in July 2009 and has stayed there since. Because federal law preempts a lower state floor for any employer subject to the FLSA, the $5.15 state rate almost never sets the actual wage a Wyoming worker must be paid.
Two layers of FLSA coverage bring most workers under the $7.25 floor:
Enterprise coverage generally applies to businesses with at least $500,000 in annual gross sales, plus hospitals, schools, and government agencies regardless of size.
Individual coverage applies to employees whose work regularly involves interstate commerce — handling goods that crossed state lines, making out-of-state calls, processing credit-card transactions, and similar activity. This sweeps in many employees even at smaller businesses.
The narrow situations where Wyoming's $5.15 rate could theoretically apply are small, purely local operations that fall under neither enterprise nor individual FLSA coverage. These are rare, and any employer relying on the $5.15 figure should get legal advice first, because misjudging FLSA coverage creates significant back-pay exposure.
Tipped employees and the tip credit
Wyoming follows the federal structure for tipped workers. Under both Wyoming law and the FLSA, an employer may pay a tipped employee a lower direct cash wage of $2.13 per hour and count the employee's tips toward the minimum wage — this gap is called a "tip credit." The maximum federal tip credit is $5.12 per hour ($7.25 minus $2.13).
The key protections work like this:
The tips must make up the difference. When the $2.13 cash wage plus actual tips does not reach $7.25 per hour for the workweek, the employer must pay the shortfall so the employee earns at least the full minimum wage.
A tipped employee is generally one who customarily and regularly receives more than $30 a month in tips.
Tips belong to the employee. An employer cannot keep a worker's tips. Valid tip pools are limited to employees who customarily receive tips; managers and supervisors may not share in a tip pool.
Notice is required. Before taking a tip credit, the employer must inform the employee of the cash wage, the credit amount claimed, and that all tips are retained by the employee (except a valid pool).
If any tip-credit requirement is not met, the employer loses the credit and owes the full minimum wage for those hours.
Scheduled increases and inflation indexing
There are none. Wyoming has no automatic annual adjustment, no cost-of-living escalator, and no calendar of future increases built into its minimum-wage law. The state's $5.15 rate is fixed by statute and would change only if the legislature passes a new law. The effective $7.25 floor will change only if Congress raises the federal minimum. This is the opposite of states that index their wage to inflation each January — Wyoming workers should not expect the number to move on its own.
City and county minimum wages
Wyoming has no local minimum wages. No city or county in the state — including Cheyenne, Casper, Laramie, Gillette, or Jackson — sets its own minimum wage above the state or federal rate. Wyoming municipalities do not have authority to enact a separate local wage floor, so the same statewide rules apply everywhere in the state. Wherever you work in Wyoming, the binding minimum is the federal $7.25 (or the state $5.15 in the rare non-FLSA case), with no local add-on.
Overtime
Wyoming does not have its own overtime statute, so overtime is governed by the FLSA. Covered, non-exempt employees must receive one-and-one-half times their regular rate for hours worked over 40 in a workweek. Wyoming does not require daily overtime (there is no extra pay simply for working more than 8 hours in a day) and does not mandate premium pay for weekends or holidays unless a contract or policy provides it.
How to enforce your rights
If you are paid less than the wage you are owed, you generally have two avenues:
Federal: File a wage complaint with the U.S. Department of Labor, Wage and Hour Division (WHD), which enforces the FLSA $7.25 minimum and overtime. The WHD can investigate and recover back wages, and complaints can be made confidentially.
State: The Wyoming Department of Workforce Services administers the state's Wyoming Labor Standards Act, including state wage-payment and minimum-wage provisions, and can assist with unpaid-wage claims.
The FLSA also prohibits retaliation against workers who assert wage rights. Keep your own records — hours worked, pay stubs, and tip totals — because they are critical evidence if a dispute arises. Many wage claims have time limits (the FLSA generally allows two years to file, or three years for willful violations), so do not wait long to act.
Where to confirm the current rate
Because wage figures can change, verify the current numbers before relying on them. Confirm Wyoming's state rate and labor-standards rules with the Wyoming Department of Workforce Services, the state agency that handles labor standards and wage claims. Confirm the federal minimum wage and tip-credit rules with the U.S. Department of Labor, Wage and Hour Division. As of 2026, the federal minimum is $7.25 and the tipped cash wage is $2.13, but always check the official source for the most current figure, especially if Congress or the Wyoming legislature acts.
Official Wyoming Sources
This page is based on Wyoming employment law. Rules and figures change — verify the current details directly with the official Wyoming sources below. This is general legal information, not legal advice.
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 Wyoming state law.
Frequently asked questions
What is the minimum wage in Wyoming in 2026?
Wyoming's state statute lists $5.15 per hour, but that figure is below the federal minimum. Because most employers are covered by the federal Fair Labor Standards Act, the effective minimum wage for nearly all Wyoming workers is $7.25 per hour. Confirm current figures with the Wyoming Department of Workforce Services and the U.S. Department of Labor.
Why is Wyoming's minimum wage listed as $5.15?
Wyoming never updated its state minimum-wage statute after the federal rate rose past $5.15. The state figure is frozen at $5.15 with no inflation indexing, but federal law sets a higher $7.25 floor for covered employers, so the higher federal rate controls in almost all cases.
What is the tipped minimum wage in Wyoming?
Employers may pay tipped employees a cash wage of $2.13 per hour and take a tip credit, as long as tips bring the worker up to at least $7.25 per hour for the week. If tips fall short, the employer must pay the difference. Tips belong to the employee, and managers cannot share in a tip pool.
Are there any city or county minimum wages in Wyoming?
No. Wyoming has no local minimum wages. Cities and counties such as Cheyenne, Casper, and Jackson do not set their own wage floors, so the statewide rules apply everywhere in Wyoming.
Does Wyoming require overtime pay?
Wyoming has no separate overtime law, so federal FLSA rules apply. Covered, non-exempt employees must be paid 1.5 times their regular rate for hours over 40 in a workweek. There is no daily overtime or required weekend/holiday premium under Wyoming law.
This article is general legal information, not legal advice, and may not reflect the most current law or the law in your jurisdiction. Laws vary by state and change over time. For advice about your specific situation, consult a licensed attorney.
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