1. What is the current minimum wage in New Hampshire and how does it compare to federal minimum wage?

As of 2021, the current minimum wage in New Hampshire is $7.25 per hour, which is the same as the federal minimum wage.

2. What factors determine the minimum wage in New Hampshire?
The minimum wage in New Hampshire is determined by state and federal laws. The state minimum wage must at least match the federal minimum wage rate, and can be increased by legislation passed by the state government.

3. Has the minimum wage in New Hampshire changed recently?
The current minimum wage in New Hampshire has not changed since 2009. However, there have been efforts to increase it in recent years, with bills proposed in the state legislature but ultimately not passed into law.

4. How does the cost of living in New Hampshire affect the minimum wage?

The high cost of living in certain areas of New Hampshire may make it difficult for workers earning minimum wage to afford basic necessities, such as housing and healthcare. This can also lead to income inequality and financial struggles for low-wage workers.

5. Are there any exemptions to the state’s minimum wage law?

Yes, there are some exemptions to New Hampshire’s minimum wage law. These include employees who receive tips, employees under age 20 who are working part-time or during school breaks, and employees at certain types of agricultural or domestic work establishments.

6. Is any legislation currently being proposed to change the minimum wage in New Hampshire?

As of now, there is no legislation currently being proposed to change the minimum wage in New Hampshire. However, advocacy groups and lawmakers continue to push for an increase from $7.25 per hour to a higher amount that reflects inflation and rising costs of living.

2. Has there been any recent legislation proposed to increase the minimum wage in New Hampshire?

There have been several recent proposals to increase the minimum wage in New Hampshire. In early 2021, the House leadership proposed a bill to gradually raise the state’s minimum wage from $7.25 per hour to $12 per hour by 2023. However, this bill did not make it out of committee.

In February 2022, Governor Chris Sununu proposed a similar plan to increase the minimum wage to $12 per hour by January 2024, with potential for further increases based on economic indicators. This proposal is currently being considered by the state legislature.

Additionally, there are ongoing efforts from advocacy groups and legislators to increase the minimum wage even further, with proposals ranging from $15 to $20 per hour.

Overall, while there have been multiple recent attempts to increase the minimum wage in New Hampshire, none have yet been successful in passing into law.

3. Are there any exemptions or exceptions to the minimum wage law in New Hampshire?

Yes, there are several exemptions and exceptions to New Hampshire’s minimum wage law. These include:

1. Tipped employees: Employees who regularly receive more than $30 per month in tips may be paid a lower minimum wage of $3.27 per hour if their tips, plus the cash wages paid by their employer, equal at least the state minimum wage.

2. Student employees: Full-time students employed by non-profit organizations or institutions of higher education may be paid 85% of the state minimum wage for the first 90 days of employment.

3. Seasonal employees: Certain seasonal employees who work for amusement parks, recreational establishments, campgrounds, or resorts may be paid a lower minimum wage if their employer applies for a certificate from the New Hampshire Department of Labor.

4. Learners and apprentices: Employers may apply to pay learners and apprentices less than the state minimum wage if they receive formal training or education as part of their job.

5. Farmworkers: Farmworkers are exempt from the state minimum wage requirements.

6. Disabled workers: Employers may obtain a special certificate to pay disabled workers a subminimum wage that is commensurate with their ability to work.

7. Independent contractors: Independent contractors are not covered by the state minimum wage law and are not entitled to earn at least the state minimum wage for their services.

8. Executives, administrators, professionals: Certain executive, administrative, or professional employees who meet specific criteria regarding duties and income are exempt from earning at least the state minimum wage.

It’s important to note that even if an employee falls under one of these exemptions or exceptions, they are still protected by other labor laws such as those governing overtime pay and workplace safety. Employers must also comply with any applicable federal laws regarding minimum wage.

4. How often does the minimum wage in New Hampshire get reviewed and potentially adjusted?

The minimum wage in New Hampshire is reviewed and potentially adjusted on an annual basis.

5. Is there a difference in minimum wage for different industries or job types within New Hampshire?

Yes, different industries and job types may have different minimum wage rates in New Hampshire. However, the state has a general minimum wage of $7.25 per hour for all non-exempt employees. Some jobs, such as tipped positions, may have a lower minimum wage rate due to the expected tips received by employees. Agricultural workers and workers under 20 years old may also have a different minimum wage rate. Additionally, some cities or counties in New Hampshire may have their own minimum wage rates that are higher than the state minimum wage. It is important for individuals to check with their specific industry and employer to determine the applicable minimum wage rate for their job.

6. Have there been any significant changes to the minimum wage laws in New Hampshire over the past decade?

Yes, there have been significant changes to minimum wage laws in New Hampshire over the past decade. In 2009, the state minimum wage was tied to the federal minimum wage of $7.25 per hour. However, in 2014, legislation was passed that raised the state minimum wage to $7.50 per hour and required it to increase annually based on cost-of-living adjustments.
In 2019, another law was passed that gradually increased the state minimum wage to $12 per hour by 2022 and required annual cost-of-living adjustments after that. Additionally, in 2019, a law was passed that prohibits employers from paying tipped workers less than the state minimum wage for non-tipped workers.
Overall, these changes represent a significant increase in the state’s minimum wage over the past decade.

7. How does New Hampshire’s minimum wage compare to neighboring states?

As of January 2022, New Hampshire’s minimum wage is $12.75 per hour, which is higher than its neighboring states Vermont and Maine, but lower than Massachusetts.

– Vermont: $12.55 per hour
– Maine: $12.15 per hour
– Massachusetts: $14.25 per hour

New Hampshire’s minimum wage is also higher than the federal minimum wage of $7.25 per hour. However, some cities and counties within neighboring states have enacted higher local minimum wages that may exceed New Hampshire’s rate.

8. Is it legal for employers in New Hampshire to pay less than minimum wage, such as through tip credits or youth wages?

Yes, it is legal for employers in New Hampshire to pay less than the state minimum wage under certain circumstances.

Tip Credits: According to the New Hampshire Department of Labor, employers can take a tip credit of $3.27 per hour towards the minimum wage for employees who customarily receive tips (such as servers and bartenders). This means that these employees can be paid a lower direct wage by their employer, as long as their total earnings (including tips) are equal to or greater than the state minimum wage.

Youth Wages: Under federal law, employers are also allowed to pay a lower minimum wage rate to employees who are under 20 years old during their first 90 consecutive days of employment. The youth minimum wage rate is currently $4.25 per hour in New Hampshire.

However, there are some restrictions on using tip credits and youth wages. Employers must follow all state and federal laws governing these types of wages, including notifying employees of their rights and maintaining accurate records. Additionally, employers cannot use tip credits or youth wages if they are not meeting other requirements for proper payment of the regular minimum wage.

Overall, it is important for both employers and employees to understand their rights and responsibilities when it comes to minimum wage laws in New Hampshire. If you have any questions about your specific situation, it is recommended to consult with an employment lawyer or contact the New Hampshire Department of Labor for more information.

9. Are small businesses exempt from paying the state minimum wage in New Hampshire?

No, small businesses in New Hampshire are not exempt from paying the state minimum wage. All employers, regardless of their size, are required to pay their employees the state minimum wage.

10. What is considered a livable or fair wage according to cost of living in New Hampshire?

A livable or fair wage in New Hampshire would vary depending on the cost of living in different regions and the individual’s needs and expenses. According to a study by MIT, a single adult living in New Hampshire would need to earn at least $13.88 per hour working full-time to cover basic expenses such as housing, food, healthcare, transportation, and taxes. This would equate to an annual salary of around $28,875. However, this amount may not be enough for those with additional financial responsibilities or those living in more expensive areas of the state. Ultimately, a livable or fair wage should cover an individual’s basic needs and allow them to maintain a decent standard of living in their area.

11. Does New Hampshire have a plan for gradually increasing the minimum wage towards a certain target amount?

Yes, New Hampshire has a plan for gradually increasing the minimum wage towards a target amount of $15 per hour. This plan was signed into law in June 2021 and will gradually increase the minimum wage as follows:

– January 1, 2022: minimum wage increases to $10.50 per hour
– January 1, 2023: minimum wage increases to $12 per hour
– January 1, 2024: minimum wage increases to $13.50 per hour
– January 1, 2025: minimum wage increases to $15 per hour.

After reaching the target of $15 per hour in 2025, the minimum wage will be adjusted annually based on the Consumer Price Index (CPI) for Urban Wage Earners and Clerical Workers.

12. Are there any debates or controversies surrounding the current minimum wage laws in New Hampshire?

As with minimum wage laws in general, there are debates and controversies surrounding the current minimum wage laws in New Hampshire. Some argue that the minimum wage should be raised to help low-income workers make ends meet and reduce income inequality. Supporters of a higher minimum wage point to the rising cost of living and argue that it would stimulate economic growth by giving low-income workers more purchasing power.

On the other hand, opponents of a higher minimum wage argue that it could lead to job loss, particularly for small businesses. They also argue that raising the minimum wage could result in higher prices for goods and services, negating any benefit to low-wage workers.

There is also debate over whether or not to increase the tipped minimum wage in New Hampshire. Currently, tipped workers earn a lower hourly rate ($3.27) but are supposed to make up the difference through tips. Some argue that this system results in tip theft and exploitation of workers, while others believe that it allows tipped workers to make more money than they would with a higher hourly rate.

In addition, there has been talk of implementing a statewide living wage rather than just a minimum wage. A living wage would take into account factors such as housing costs and transportation expenses to determine a fair wage for workers.

Overall, there are ongoing conversations and disagreements about the effects of the current minimum wage laws on both employers and employees in New Hampshire.

13. Do employees who receive tips have a separate, lower minimum wage requirement in New Hampshire?

Yes, employees who regularly receive tips are subject to a lower minimum wage requirement in New Hampshire. The current tipped minimum wage in New Hampshire is $3.27 per hour, as long as the employee’s tips combined with this wage equals at least the regular minimum wage of $7.25 per hour. If the employee’s tips do not make up the difference, the employer must pay the remaining amount to ensure the employee earns at least $7.25 per hour.

14. Are non-profit organizations exempt from paying their employees at least state minimum wage in New Hampshire?

No, non-profit organizations are not exempt from paying their employees at least state minimum wage in New Hampshire. All employees, regardless of whether they work for a for-profit or non-profit organization, must be paid at least the state minimum wage.

15. What are the consequences for employers who violate the state’s minimum wage laws in New Hampshire?

If an employer violates the minimum wage laws in New Hampshire, they may be subject to legal action and penalties. This can include fines, back pay owed to employees, and damages to affected workers. Additionally, employers who are found guilty of multiple violations may face criminal charges and potential jail time. The New Hampshire Department of Labor is responsible for enforcing state minimum wage laws and investigating complaints of non-compliance. Workers who believe their employer has violated minimum wage laws can file a complaint with the department.

16. How does overtime pay affect employees who are paid at or near the state’s minimum wage level in New Hampshire?

In New Hampshire, employees who are paid at or near the state’s minimum wage level are entitled to overtime pay for all hours worked over 40 in a workweek. The current minimum wage in New Hampshire is $7.25 per hour, so any employee making less than this amount is eligible for overtime pay.

For employees making exactly the minimum wage or a few cents above it, their overtime rate would be calculated as time and a half of their regular hourly rate. For example, an employee earning $7.25 per hour would receive an overtime rate of $10.875 per hour ($7.25 x 1.5). This means they would receive one and a half times their regular pay for each hour worked over 40 in a workweek.

Employees making more than the minimum wage but still within a few dollars of it may also be affected by overtime pay laws if they work more than 40 hours in a week. In this case, their regular hourly wage plus any non-discretionary bonuses would be used to calculate their overtime rate.

Employers are required to pay overtime to eligible employees in addition to their regular wages, and failure to do so can result in penalties and legal action against the employer. It is important for both employers and employees to understand the state’s minimum wage and overtime laws to ensure compliance and fair compensation for all workers.

17. Are there any specific industries or job types that are exempt from following state-level minimum wage laws in New Hampshire?

There are no exemptions for specific industries or job types from following state-level minimum wage laws in New Hampshire. All employers, regardless of industry or job type, must comply with the state minimum wage requirements. Some exceptions may apply to certain employees such as tipped employees and students.

18. If an employee works remotely for a company based outside of New Hampshire, do they still receive at least state-mandated minimum wage?

Under the Fair Labor Standards Act, which is a federal law, all employees working in the United States are entitled to receive at least the federal minimum wage regardless of where their employer is based. New Hampshire also has its own state-mandated minimum wage, which may be higher than the federal minimum wage. If an employee works remotely for a company based outside of New Hampshire, they are still entitled to receive at least the state-mandated minimum wage for the state in which they are physically working.

19. Are there any age restrictions for employees earning the minimum wage in New Hampshire?

Yes, employees must be at least 18 years old to receive the minimum wage in New Hampshire. However, there are exceptions for certain occupations, such as minors working in a family business or in agriculture.

20. In what ways does New Hampshire enforce compliance with their minimum wage laws?

The New Hampshire Department of Labor is responsible for enforcing compliance with the state’s minimum wage laws. This includes conducting investigations and issuing penalties for violations.

New Hampshire also has a complaint process in place for employees who believe that their employer is not paying them the required minimum wage. Complainants can submit a written complaint to the Department of Labor, which will then conduct an investigation and take appropriate action if a violation is found.

Employers in New Hampshire are also required to display information about the state’s minimum wage laws in a conspicuous location in the workplace. This serves as a reminder to employees about their rights and can help promote compliance.

Additionally, the state conducts periodic audits and inspections of businesses to ensure they are complying with all labor laws, including minimum wage requirements. Employers found to be in violation may face fines, penalties, and/or legal action.

Overall, New Hampshire takes enforcement of its minimum wage laws seriously and has measures in place to ensure compliance by employers.