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

As of January 1, 2022, the current minimum wage in New Hampshire is $12.50 per hour. This is higher than the federal minimum wage of $7.25 per hour.

However, some localities in New Hampshire have set their own minimum wage rates that are higher than the state minimum wage. For example, the city of Portsmouth has a minimum wage of $14.50 per hour and the town of Durham has a minimum wage of $15 per hour.

Overall, New Hampshire’s minimum wage is significantly higher than the federal minimum wage and many other states’ minimum wages, which are still at or near $7.25 per hour.

2. How often is the minimum wage adjusted in New Hampshire and what factors are considered when determining an increase?

The minimum wage in New Hampshire is adjusted every three years, or as needed based on changes in the cost of living index (COLA). The COLA is determined by the US Department of Labor’s Bureau of Labor Statistics and takes into account factors such as changes in prices for goods and services, inflation rates, and market trends. The last adjustment to the minimum wage in New Hampshire was in 2020, when it increased from $7.25 to $7.50 per hour.

3. What impact has increasing the minimum wage had on unemployment rates in New Hampshire?

The impact of increasing the minimum wage on unemployment rates in New Hampshire is not clear and there is no conclusive evidence to suggest that it has a significant effect.

Studies have shown mixed results when it comes to the impact of minimum wage increases on employment. Some studies have found a small negative effect on job growth, while others have found no significant effect. In New Hampshire specifically, the state’s gradual increase in the minimum wage (from $7.25 in 2013 to $12 by 2022) has not resulted in any major changes in unemployment rates.

According to data from the Bureau of Labor Statistics, New Hampshire’s unemployment rate has remained relatively stable over the past decade despite increases in the minimum wage. In fact, since the state started increasing its minimum wage in 2013, its unemployment rate has consistently been lower than the national average.

Furthermore, New Hampshire’s unemployment rate has also remained lower than that of neighboring states with lower minimum wages, such as Vermont and Maine. This suggests that other factors besides just minimum wage may be influencing employment levels in the state.

In conclusion, while there is no definitive answer on how increasing the minimum wage impacts unemployment rates, it does not seem to have had a negative effect on employment levels in New Hampshire thus far.

4. Are there any exemptions or special considerations for small businesses when it comes to complying with the minimum wage laws in New Hampshire?

Yes, New Hampshire has a minimum wage exemption for small businesses with gross annual sales of less than $110,000. These businesses are not required to pay the state minimum wage and can instead pay the federal minimum wage. However, this exemption does not apply to businesses that engage in interstate commerce or are subject to the Fair Labor Standards Act. Additionally, some cities and towns in New Hampshire may have their own local minimum wage ordinances that apply to all employers within their jurisdiction. Small businesses should consult with their local government for more information about any local minimum wage laws that may apply to them.

5. What is the living wage in New Hampshire and does it differ from the minimum wage?

As of 2021, the living wage in New Hampshire is estimated to be $14.61 per hour for a single adult working full-time and $29.31 per hour for two adults with two children. This means that a person working full-time at this rate should be able to cover their basic needs such as housing, food, transportation, healthcare, and taxes.

The minimum wage in New Hampshire is currently set at $7.25 per hour, which is the same rate as the federal minimum wage. This is significantly lower than the estimated living wage in the state. As of 2021, there are ongoing efforts to raise the minimum wage in New Hampshire to match or exceed the living wage.

6. How does the cost of living in various regions of New Hampshire affect the implementation of a single statewide minimum/living wage?

The cost of living in different regions of New Hampshire would have a significant impact on the implementation of a single statewide minimum/living wage.

1. Regional differences in cost of living: The cost of living can vary significantly across different regions within the state, with more urban areas generally being more expensive than rural areas. Cities like Manchester and Nashua have higher costs of living compared to smaller towns like Berlin or Claremont. This means that a one-size-fits-all minimum or living wage may not accurately reflect the true cost of living for individuals in these different regions.

2. Uneven distribution of industries and job opportunities: Certain industries and job opportunities may be concentrated in specific regions of the state, which can result in uneven distribution of employment opportunities and wages. For example, urban areas may offer more high-paying jobs compared to rural areas, making it difficult for low-wage workers in rural areas to afford basic necessities even with a statewide minimum/living wage.

3. Impact on small businesses: Small businesses make up a significant portion of the economy in many rural areas of New Hampshire. These businesses may struggle to adapt to a higher statewide minimum/living wage, as they may not have the financial resources to compete with larger companies based in urban areas.

4. Cost-sharing between employers and employees: Higher wages mean higher costs for employers, which can particularly impact small businesses with limited resources. In some cases, employers may pass on these increased costs to consumers through price increases, affecting both employees and customers.

5. Political considerations: The implementation of a statewide minimum/living wage would require legislative action and support from lawmakers representing all regions of New Hampshire. Disparities within the state could make it challenging to reach consensus on what level wages should be set at and how they should be implemented.

6. Overall economic impact: A single statewide minimum/living wage would also need to consider its potential effects on overall economic growth and employment rates in different regions. While higher wages may benefit some workers, they could also result in job losses or reduced hiring in certain industries and regions due to increased labor costs.

In conclusion, the cost of living in various regions of New Hampshire would likely pose significant challenges for the implementation of a single statewide minimum/living wage and would need to be carefully evaluated and addressed.

7. Does New Hampshire have a living wage ordinance that requires contractors or subcontractors to pay their workers a certain amount?

No, New Hampshire does not have a living wage ordinance.

8. What are some potential benefits and drawbacks of implementing a statewide living/minimum wage in New Hampshire?

Some potential benefits of implementing a statewide living/minimum wage in New Hampshire include:
1. Increased standard of living for low-income workers: A higher minimum wage would mean more money in the pockets of low-wage workers, allowing them to afford basic necessities and potentially improve their quality of life.
2. Reduced poverty and inequality: With a higher minimum wage, fewer individuals and families would be living below the poverty line, leading to a more equal distribution of wealth in the state.
3. Boost to local economy: When low-wage workers have more disposable income, they are likely to spend it locally, which can stimulate economic growth and support local businesses.
4. Improved public health: A higher minimum wage has been linked to better health outcomes, as people may have the means to access healthcare and safer living conditions.
5. Reduced reliance on government assistance: With a higher minimum wage, fewer people may need government assistance programs such as food stamps or housing subsidies.

Some potential drawbacks of implementing a statewide living/minimum wage in New Hampshire include:
1. Higher labor costs for businesses: Employers, particularly small businesses with limited resources, may struggle to afford the increased wages and could be forced to cut jobs or reduce hours.
2. Negative impact on businesses’ profitability: A higher minimum wage could lead to reduced profits for businesses, making it harder for them to invest in growth or pay employees other benefits such as healthcare or retirement plans.
3. Inflationary pressure: Businesses may pass on the increased labor costs to consumers through higher prices for goods and services, leading to an increase in overall cost of living.
4. Potential job loss: Some economists argue that a higher minimum wage could result in job losses as employers may opt for automation or hire fewer workers.
5. Difficulty for rural areas: Implementing a statewide minimum/living wage could be challenging for rural areas with lower costs of living compared to urban areas; setting one rate may not accurately reflect the cost of living in these areas.

9. Are there any initiatives or bills currently being proposed by lawmakers to raise the minimum or living wage in New Hampshire?

Yes, there are currently two bills being proposed by lawmakers in New Hampshire that address raising the minimum or living wage:

1. House Bill 731: This bill proposes increasing the minimum wage in New Hampshire from the current rate of $7.25 per hour to $12 per hour by 2022. It also includes a cost-of-living adjustment provision to keep up with inflation after 2023.

2. Senate Bill 10: This bill proposes increasing the minimum wage to $10 per hour by 2021 and then gradually increasing it to $12 per hour by 2023. It also includes a cost-of-living adjustment provision after 2023.

Both bills have been heard in committee and are currently under consideration in the legislature. However, it is worth noting that similar efforts to raise the minimum wage in previous years have not been successful in passing the Republican-controlled legislature.

10. How does discrimination based on race, gender, or age play a role in access to higher paying jobs that may not fall under minimum/living wage laws in New Hampshire?

Discrimination based on race, gender, or age can greatly impact access to higher paying jobs in New Hampshire. While there are laws in place to prevent discrimination and promote equal pay for equal work, these laws do not completely eliminate biases and inequalities that exist in the job market.

In terms of race, people of color may face discrimination in the hiring process or be overlooked for promotions and advanced positions. This can limit their opportunities to secure higher paying jobs. For example, a study by the National Bureau of Economic Research found that job applicants with African American-sounding names were less likely to receive callbacks from potential employers compared to those with white-sounding names, even when their resumes were identical.

Gender also plays a role in access to higher paying jobs. Women often face a gender wage gap, meaning they are paid less than men for the same work. This gap is even wider for women of color and mothers. This can make it harder for women to secure high-paying jobs and can also result in them being stuck in low-wage jobs that offer little opportunity for advancement.

Age discrimination also plays a role as older workers can face difficulties securing high-paying jobs. They may be passed over for younger candidates, despite having more experience and qualifications. This can force older workers into lower-paying jobs or retirement before they are financially ready.

Overall, discrimination based on race, gender, and age creates barriers for individuals seeking higher paying jobs that may not fall under minimum/living wage laws. These factors contribute to income inequalities and limit economic mobility for marginalized groups in New Hampshire.

11. Is additional legislation needed beyond raising the minimum/living wage to ensure fair compensation for low-wage workers in industries such as agriculture and service?

Yes, additional legislation such as strengthening labor laws and protection of worker’s rights is necessary to ensure fair compensation for low-wage workers in industries such as agriculture and service. This could include regulations on working hours, overtime pay, sick leave and other benefits, as well as stricter enforcement of workplace health and safety standards. It may also be necessary to address issues such as wage theft and discrimination in hiring and promotions that disproportionately affect low-wage workers. Additionally, policies that encourage companies to provide fair wages and benefits through tax incentives or government contracts can also play a role in ensuring fair compensation for these workers. Overall, a comprehensive approach that combines raising the minimum/living wage with other protections and incentives is needed to address the systemic issues surrounding low-wage work.

12. Does New Hampshire’s current labor market support an increase in the minimum/living wage, or would it potentially lead to job loss?

It is difficult to say definitively whether an increase in the minimum or living wage in New Hampshire would lead to job loss. Some argue that raising the minimum wage can lead to job loss because companies will have to pay their employees more, and may therefore cut costs by hiring fewer people. Others argue that a higher minimum or living wage puts more money into the hands of low-wage workers, who are likely to spend that money on goods and services provided by businesses, thereby stimulating the economy and creating more jobs.

Currently, the labor market in New Hampshire is relatively strong with low unemployment rates and increasing wages for some industries. In 2019, the state’s unemployment rate was consistently below the national average, ranging from 2.5% to 2.8%.

However, there is also evidence that many workers in New Hampshire are struggling with low wages. According to a report from the University of New Hampshire’s Carsey School of Public Policy, nearly one-quarter of all employed adults in New Hampshire earned less than $15 per hour in 2016.

Whether an increase in the minimum or living wage would lead to job loss or stimulate the economy is a complex question and ultimately depends on various factors such as how much wages are increased by, which industries are affected, and what policies are put into place alongside a wage increase. Therefore, it is difficult to make a definitive statement about how a change in wages would specifically impact the labor market in New Hampshire without additional context or research.

13. Are there any tax incentives or other measures being proposed by legislators to help businesses adjust to a higher minimum/living wage in New Hampshire?

As of now, there are no specific tax incentives or measures being proposed by legislators in New Hampshire to help businesses adjust to a higher minimum/living wage. However, some legislators have expressed support for potential changes to the state’s business tax structure that could potentially offset any increased costs for businesses resulting from a higher minimum wage. Additionally, there may be federal tax incentives available for businesses that pay their employees above the federal minimum wage.

14. Are there any efforts being made by lawmakers to address income inequality through legislation related to minimum/living wages in New Hampshire?

Yes, there have been some efforts made by lawmakers in New Hampshire to address income inequality through legislation related to minimum/living wages.

In 2019, Governor Chris Sununu vetoed a bill that would have gradually raised the state’s minimum wage from $7.25 per hour to $12 per hour by 2022. The bill also had provisions for annual increases tied to inflation. However, the legislature failed to reach a two-thirds majority needed to override the veto.

In 2020, lawmakers introduced several bills focused on increasing the minimum wage in New Hampshire. One of these bills, HB 731, would have increased the state’s minimum wage to $15 per hour by 2021. However, it did not pass in the Senate.

Additionally, there have been efforts to establish a statewide living wage in New Hampshire. In 2019, SB 10 was introduced which would have required certain employers who received state economic development assistance or contracts to pay their employees a living wage as determined by the living wage study committee. However, this bill also did not pass.

Overall, while there have been some attempts at addressing income inequality through legislation related to minimum/living wages in New Hampshire, they have not yet been successful.

15. Can enforcement mechanisms be strengthened for existing state-level laws related to minimum/living wages, or is new legislation needed in New Hampshire?

It is possible to strengthen enforcement mechanisms for existing state-level laws related to minimum/living wages, such as increasing penalties for violations or providing more resources for enforcement agencies. However, new legislation may be necessary in order to fully address any gaps or deficiencies in current laws. This could include enacting specific provisions for monitoring and enforcing compliance with the minimum wage and establishing stronger penalties for non-compliance. It may also involve updating or clarifying existing laws to ensure they are effective and equitable.

16. Are there any exceptions to the minimum/living wage laws in New Hampshire for different types of employees, such as tipped workers, minors, or disabled individuals?

Yes, there are exceptions to the minimum wage and living wage laws in New Hampshire for certain types of employees. These include:

1. Tipped workers: The minimum cash wage for tipped employees in New Hampshire is set at $3.27 per hour, as long as their tips combined with this cash wage meet or exceed the state minimum wage of $7.25. If their tips do not meet this requirement, the employer is responsible for paying the difference.

2. Minors: Employees under the age of 16 may be paid a lower training rate of 50% of the state minimum wage for their first 90 days of employment.

3. Disabled individuals: Employers may obtain a special certificate from the New Hampshire Department of Labor that allows them to pay disabled employees at a rate below the state minimum wage.

4. Seasonal workers: Summer camps, amusement parks, recreational facilities, and organized camps may apply for certificates allowing them to pay seasonal workers below the state minimum wage during specific time periods.

5. Agricultural workers: Farms that employ not more than 7 people at any one time are exempt from the state’s minimum wage and overtime requirements.

6. Independent contractors: Independent contractors are not covered by minimum/living wage laws in New Hampshire.

7. Small businesses: Employers with less than $500,000 in annual gross income are exempt from paying their employees a higher living wage if they choose to participate in New Hampshire’s “Minimum Wage Law”.

17. How does the minimum/living wage in New Hampshire compare to neighboring states or regions with similar economic conditions?

The minimum/living wage in New Hampshire is slightly higher than neighboring states such as Maine and Vermont, but lower than the states of Massachusetts and Connecticut.

According to the MIT Living Wage Calculator, the living wage for a single adult in New Hampshire is $12.52 per hour. This is lower than the living wage for Connecticut ($15.75), Massachusetts ($15.00), and Vermont ($13.34). It is comparable to the living wage for Maine ($12.57).

However, when it comes to minimum wage, New Hampshire does not have a state-mandated minimum wage and follows the federal minimum wage of $7.25 per hour, which is also the same as Maine’s minimum wage. In comparison, Vermont has a state minimum wage of $10.96 per hour, while Massachusetts has a minimum wage of $12.75 per hour.

Overall, the minimum/living wage in New Hampshire falls within range of neighboring states with similar economic conditions, but may be slightly lower due to its lack of a state-mandated minimum wage.

18. What impact could a higher minimum/living wage have on businesses in industries heavily reliant on low-wage workers, such as fast food and retail, in New Hampshire?

A higher minimum/living wage could have a significant impact on businesses in industries heavily reliant on low-wage workers in New Hampshire. Some potential effects include:

1. Increased labor costs: A higher minimum/living wage would mean that businesses would have to pay their employees more per hour, leading to increased labor costs. This could result in reduced profit margins or increased prices for consumers.

2. Difficulty hiring and retaining employees: With a higher minimum/living wage, low-wage workers may be less likely to stay at jobs that pay lower wages. This could make it more challenging for businesses in these industries to attract and retain employees, leading to difficulties with staffing and productivity.

3. Automation and technology adoption: To offset the higher labor costs, businesses may look to incorporate more automation and technology into their operations. This could lead to job losses for low-wage workers who are replaced by machines or software.

4. Impact on small businesses: Small businesses may be particularly affected by a higher minimum/living wage as they often operate with smaller profit margins and have limited resources to absorb increased labor costs.

5. Potential for business closures: In extreme cases, some small or struggling businesses may not be able to sustain the increase in labor costs and may have to close down, resulting in job losses and economic impacts on local communities.

Overall, a higher minimum/living wage could present challenges for businesses in industries heavily reliant on low-wage workers in New Hampshire. However, it is also important to consider the potential benefits of improved employee morale, reduced turnover rates, and increased consumer spending due to higher wages for low-income workers.

19. Do advocates believe that a statewide minimum/living wage is enough to help families achieve financial stability in high-cost areas of New Hampshire like major cities?

This is a difficult question to answer definitively, as there are differing opinions among advocates. Some believe that a statewide minimum or living wage would be sufficient in high-cost areas, as it would provide workers with a baseline level of income to cover essential expenses. Others argue that even with a higher statewide minimum or living wage, families in major cities may still struggle to make ends meet due to the significantly higher cost of living. They advocate for local policies and initiatives targeted specifically at making housing, healthcare, and other essential expenses more affordable for low-income families in these areas.

20. Has New Hampshire faced any challenges or opposition from business groups or other stakeholders when it comes to implementing and enforcing minimum/living wage laws?

Yes, there have been challenges and opposition from business groups and other stakeholders in New Hampshire when it comes to implementing and enforcing minimum/living wage laws.

One of the main arguments against a higher minimum/living wage is that it will increase labor costs for businesses, making it more difficult for them to stay competitive and potentially leading to job losses or reduced hours for employees. Business groups also argue that a higher minimum/living wage could lead to price increases for goods and services, which could hurt consumers and the economy as a whole.

In addition, some business owners express concern about the potential impact of a higher minimum/living wage on small businesses, particularly those with limited resources. They argue that an increase in labor costs could be especially burdensome for these smaller businesses and may force them to reduce staff or cut back on other expenses.

There have also been concerns raised about the enforceability of a minimum/living wage law in New Hampshire, with some critics arguing that it would be difficult to effectively monitor and enforce compliance with such a law. This could potentially lead to non-compliance by businesses who are not adequately paying their workers the mandated minimum/living wage.

Opposition to minimum/living wage laws also comes from political groups who argue that government intervention in setting wages is unnecessary and can have unintended consequences such as job losses or reduced hiring.

Overall, the implementation and enforcement of minimum/living wage laws in New Hampshire has faced pushback from various stakeholders, with debates continuing over the potential impact on businesses and workers.