New Hampshire’s minimum wage in 2026 is $7.25 per hour. The tipped minimum wage is $3.27 per hour, provided total compensation (wages plus tips) reaches $7.25/hr. New Hampshire's minimum wage law (RSA 279) sets the state rate at the federal minimum of $7.25/hr. Tipped employees may be paid a base rate of 45% of that rate ($3.27/hr) under state law.
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New Hampshire's minimum wage matches the federal minimum of $7.25/hr. As an employer, you must pay at least the applicable minimum wage to all non-exempt employees. Getting this wrong can result in back pay claims, penalties, and lawsuits.
Current New Hampshire Minimum Wage: $7.25/hr
| Standard Minimum Wage | $7.25/hr |
| Tipped Minimum Wage | $3.27/hr |
| Federal Minimum Wage | $7.25/hr |
When both federal and state minimum wages apply, employers must pay the higher of the two. In New Hampshire, both rates are $7.25/hr.
Tipped Employee Minimum Wage: $3.27/hr
Employers may pay tipped employees a lower base wage of $3.27/hr, provided that the employee’s total compensation (base wage plus tips) meets or exceeds the full minimum wage of $7.25/hr for every hour worked. If tips don’t make up the difference, the employer must pay the shortfall.
From the Payroll Desk
The tip credit is one of the most audited payroll areas. Track tipped earnings carefully and be prepared to make up the difference in any pay period where tips fall short.
Federal vs. State Minimum Wage
The federal minimum wage has been $7.25/hr since 2009. New Hampshire follows the federal rate. If the federal minimum wage increases, New Hampshire employers would need to comply with the new federal rate.
Local Minimum Wage Exceptions
New Hampshire's minimum wage law (RSA 279) sets the state rate at the federal minimum of $7.25/hr. Tipped employees may be paid a base rate of 45% of that rate ($3.27/hr) under state law.
Overtime and Minimum Wage
Under the FLSA, non-exempt employees who work more than 40 hours in a workweek must be paid at least 1.5x their regular rate. The overtime rate is based on the actual rate paid (which must be at least the minimum wage), not a fixed multiplier of the minimum.
For more on overtime rules, see our Overtime Pay Rules guide.
Employer Compliance
- Pay at least $7.25/hr to all non-exempt employees
- Track tipped employee earnings and make up tip credit shortfalls
- Display the required minimum wage poster in a visible workplace location
- Keep accurate payroll records for at least 3 years (federal requirement)
- Monitor for local minimum wage ordinances in your municipality
Frequently Asked Questions
What is the New Hampshire minimum wage in 2026?
The New Hampshire minimum wage in 2026 is $7.25 per hour. New Hampshire's minimum wage law (RSA 279) sets the state rate at the federal minimum of $7.25/hr. Tipped employees may be paid a base rate of 45% of that rate ($3.27/hr) under state law.
What is the tipped minimum wage in New Hampshire?
The tipped minimum wage in New Hampshire is $3.27 per hour, provided that total compensation (base wage plus tips) meets or exceeds the full minimum wage of $7.25/hr.
Does New Hampshire follow the federal minimum wage?
Yes, New Hampshire follows the federal minimum wage of $7.25/hr. The state minimum wage matches the federal floor.
What are the penalties for violating New Hampshire minimum wage laws?
Employers who fail to pay the minimum wage in New Hampshire may face back pay obligations, penalties, fines, and potential lawsuits from affected employees. The New Hampshire Department of Labor enforces minimum wage compliance.
Let Us Run Your New Hampshire Payroll
New Hampshire has no state income tax, so payroll comes down to federal filings and NH unemployment reporting. Pacific Data Services has run payroll for small businesses since 1969 and handles New Hampshire employers remotely, for one flat monthly price. Get a payroll quote.
Legal & Tax Disclaimer
This article is for general informational purposes only and does not constitute legal, tax, or professional advice. Employment laws, tax regulations, and compliance requirements change frequently. The information on this page reflects our understanding as of February 2026 and may not reflect recent changes in federal or New Hampshire state law.
Do not act or refrain from acting based solely on the information in this article. Always consult a qualified attorney, CPA, or HR professional familiar with New Hampshire law before making payroll or compliance decisions for your business.