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The minimum wage law in Michigan is changing rapidly. As of January 2026, the Michigan minimum wage increases to $13.73 per hour under Act 337 of 2018 Improved Workforce Opportunity Wage Act (IWOWA), which is $1.25 more than the 2025 rate. For tipped employees, the minimum wage rate is $5.49 in cash, which is 40 % of the full minimum wage rate ($13.73). Employees who are between 16 and 17 years of age are required to pay 85% of the full wage rate, which is $11.67 per hour, and the workers who are newly hired and under 20 are eligible for a training wage of $4.25 for the first 90 days. Employers must update payroll by 1 January 2026 and ensure that employees know the new rates.

Under the November 2006 Constitutional Amendment (II-34a) approved by voters of Ohio for the state constitution, the Ohio minimum wage rises each January based on inflation. For 2026, that means most workers must be paid at least $11.00 per hour, while tipped employees must earn at least $5.50 in cash wages with tips. The law also protects small businesses, sets clear overtime rules, and imposes heavy penalties on employers who violate the law. This guide explains every aspect of Ohio’s wage law, from tip credits and overtime to record-keeping obligations and posting requirements, so employers can stay compliant with the latest labor laws.

The State of Washington has released two 2026 labor law notices. The first is a 2026 edition of the state’s Minimum Wage poster, along with an updated notice under the Paid Family and Medical Leave Act.

As announced by the California Department of Industrial Relations, employers across California should be aware that the state minimum wage will rise to $16.90 per hour on January 1, 2026, a $0.40 bump from the 2025 rate of $16.50. Unlike many other states, California does not allow employers to claim tip credits, requires both daily and weekly overtime calculations, and requires exempt employees to earn at least double the minimum wage when measured on an annual salary basis. It is important for employers in California to post the required California labor law posters highlighting the updated minimum wage rate.

Texas is among the states that just follow the federal minimum wage standard and don't set up their own minimum wage. That means Texas employers must focus their compliance energy on keeping required labor law posters current and following federal FLSA rules precisely. Section 62.051 of the Texas Labor Code requires employers to pay their employees a wage not less than the federal minimum wage. As no wage changes have been implemented by the government since July 2009, the Texas minimum wage is still the same as the 2026 federal minimum wage rate of $7.25 per hour.

Recently, Louisiana Works (formerly known as the Louisiana Workforce Commission) published a newly revised Unemployment Insurance (UI) poster for all affected employers. The updated version significantly changes the definition of job searching, which affects unemployment insurance eligibility and requirements under Act 151, passed during the 2025 Regular Legislative Session.

The New York Department of Labor (NYDOL) and the New York Division of Human Rights (NYDHR) have released two required posters that all New York employers must display in their workplace. Specifically, the NYDOL released a new 2026 Minimum Wage notice while the NYDHR updated the state’s Discrimination poster.

The State of Colorado has released two new mandatory posters that employers need to display in the workplace. The affected notices include a revised 2026 Colorado Minimum Wage poster and an updated Colorado Notice of Paydays.

The State of New Jersey has released its revised labor law poster, which informs employees of the 2026 New Jersey minimum wage. Specifically, the New Jersey Department of Labor and Workforce Development revised its Wage and Hour Law Abstract poster to reflect a minimum wage increase from $15.49 per hour to $15.92 per hour.