District of Columbia
Washington DC Minimum Wage 2026: $18.40 and Tipped Wage Schedule
Independently fact-checked against primary sources (last audited September 30, 2026). · 9 primary sources cited on this page. How we verify our legal content
The District of Columbia minimum wage is $18.40 per hour, in force since July 1, 2026, for all workers regardless of the size of the employer. The rate rises each July 1 by the prior year's change in the Washington-area CPI-U, so the next change is on July 1, 2027, and the amount had not been announced when this page was last verified. The tipped cash wage is $10.30 per hour (56% of the minimum wage), and D.C. Law 26-55 replaced the earlier Initiative 82 schedule with a slower phase-up to 75% by 2034.
Information last verified on September 29, 2026. This article has not been reviewed by a licensed lawyer.
Jurisdiction scope: This page covers the District of Columbia Minimum Wage Act (D.C. Code 32-1001 and following, chiefly 32-1003) and the federal Fair Labor Standards Act (FLSA) minimum wage overlay. It does not cover overtime detail, Maryland or Virginia wage rules, or any other state.
What is the minimum wage in Washington, DC in 2026?
The D.C. minimum wage is $18.40 per hour from July 1, 2026. The D.C. Department of Employment Services (DOES) notice says that beginning July 1, 2026, the minimum wage "will increase from $17.95 per hour to $18.40 per hour for all workers, regardless of size of employer."
The rate is set by D.C. Code 32-1003(a)(6), which indexes it to inflation. The increase from $17.95 to $18.40 reflects a 2.4% rise in the 2025 CPI, per the DOES notice. There is no lower rate for small employers.
The federal minimum wage is $7.25 per hour under 29 U.S.C. 206(a)(1)(C). Under 29 U.S.C. 218(a), the FLSA does not excuse noncompliance with a state law or municipal ordinance that sets a higher minimum wage, so the D.C. rate is the one that applies. For the federal rules, see federal minimum wage.
Will the D.C. minimum wage go up in 2027?
Yes, on July 1, 2027, but the amount is not set yet. Under D.C. Code 32-1003(a)(6)(A), the rate rises each July 1 by the prior-year annual average CPI-U change for the Washington metropolitan statistical area, rounded to the nearest $0.05. Under 32-1003(f-1), the Mayor must publish the adjusted rate at least 30 days before it takes effect. The 2027 rate had not been announced when this page was last verified.
The rate does not change on January 1, 2027. Only the July 1 adjustment applies.
D.C. tipped minimum wage and the phase-up schedule
The D.C. tipped minimum cash wage is $10.30 per hour from July 1, 2026, up from $10.00 that applied from July 1, 2024. It equals 56% of the general minimum wage under D.C. Code 32-1003(f)(6A). The employee's tips go on top, and the cash wage plus tips must reach at least the full $18.40 an hour. If tips fall short of the difference, the employer must pay it.
That leaves a maximum tip credit of $8.10 per hour at the current rate ($18.40 less $10.30), as the U.S. Department of Labor's tipped-wage table also shows.
Why the schedule changed: Initiative 82 and D.C. Law 26-55
Initiative 82, approved by voters in 2022, had scheduled the separate tipped minimum wage to be eliminated. The Fiscal Year 2026 Budget Support Act of 2025 (D.C. Law 26-55, section 2222) rewrote the tipped provisions of 32-1003(f), applicable as of July 25, 2025. The current Code text freezes the tipped cash wage at $10.00 until July 1, 2026 and then follows a percentage schedule.
| Effective date | Tipped minimum wage as a share of the general minimum wage |
|---|---|
| July 1, 2026 | 56% ($10.30 per hour) |
| July 1, 2027 | Stays at 56% of the new general rate; dollar amount follows the announced rate |
| July 1, 2028 | 60% |
| July 1, 2030 | 65% |
| July 1, 2032 | 70% |
| July 1, 2034 | 75% |
The statute keeps the rate below 100% through 2034. Claims that the tipped wage disappears in 2027 do not match the current Code text.
Conditions for paying the tipped rate
An employer may use the tipped rate only if its written notice covers the tipped-wage provisions, its tip-sharing policy (or that employees keep all tips) and the percentage deducted from credit-card tips for card fees, it posts any tip-sharing policy, and the employee keeps all gratuities. Pooling among customarily tipped employees is allowed. If those conditions are not met, the tipped rate does not apply (D.C. Code 32-1003(g)). The tipped schedule amendments in 32-1003(f) do not apply to D.C. government employees or D.C. contract workers, who keep the pre-2023 rules (32-1003(i)).
Living wage and security officers
The D.C. Living Wage rate tracks the same figure: DOES lists $17.95 through June 30, 2026 and $18.40 from July 1, 2026. Security officers in office buildings are owed the minimum wage plus a fringe benefit rate for the Guard 1 classification under D.C. Code 32-1003(h). DOES publishes a separate security-officer rate notice each year; check the DOES site for the July 2026 to June 2027 amount.
Who is not covered, and are there youth or training rates?
D.C. has no youth or training subminimum wage in D.C. Code 32-1002 or 32-1003, and employer size does not matter. The Code excludes from the definition of "employee" unpaid volunteers for educational, charitable, religious or nonprofit organizations, lay religious officers and casual babysitters (32-1002(2)).
Workers with disabilities must be paid at least the minimum wage except under a federal certificate issued under section 214(c) of the FLSA (32-1003(d)).
Local minimum wages
D.C. is a single jurisdiction with no separate local minimum wage. The D.C. rate applies citywide.
The D.C. rate can also reach workers who live or are based outside the District. It covers all hours for a worker who regularly spends more than 50% of working time in D.C., or whose job is based in D.C. and who regularly spends a substantial amount of time in D.C. and no more than 50% in any one state. A worker who does at least 2 hours of work in D.C. for the same employer in a workweek must be paid at least the D.C. rate for each hour worked in D.C. (D.C. Code 32-1003(b), (b-1)).
Maryland and Virginia counties across the boundary are governed by their own state and county rules, which can differ from D.C.'s rate.
Common myths about the D.C. minimum wage
- Myth: the tipped wage is being eliminated in 2027. The 2025 Budget Support Act slowed the phase-up; the tipped wage is 56% now and reaches 75% by 2034.
- Myth: the tipped wage is $10.00. It was $10.00 until June 30, 2026 and is $10.30 from July 1, 2026.
What to do if you are paid less than the minimum wage in D.C.
File a claim with the DOES Office of Wage-Hour Compliance (owh.ask@dc.gov, 202-671-1880); the DOES file-a-claim page has the online process. The limit for a civil action is 3 years after the claim accrues, or after the last occurrence of a continuing violation. The period is tolled while an administrative complaint is pending and while the employer fails to give notice of the employee's rights (D.C. Code 32-1308(c)).
Remedies under D.C. Code 32-1012 and 32-1308 include back wages, liquidated damages equal to treble the unpaid wages, statutory penalties and attorney fees. A court may reduce liquidated damages to not less than the unpaid wages, but only for an employer acting in good faith that promptly paid in full.
D.C. Code 32-1311 protects workers against retaliation. It carries a 90-day presumption, civil penalties of $1,000 to $10,000, liquidated damages and reinstatement. The FLSA adds unpaid federal minimum wages plus an equal amount as liquidated damages (29 U.S.C. 216(b)), and the U.S. Department of Labor takes complaints at 1-866-487-9243.
Wage claims often overlap with final pay problems; see D.C. final paycheck laws, D.C. at-will employment laws and unpaid wages. To estimate overtime, use the overtime calculator.
Disclaimer: This page is general legal information, not legal advice. It covers the District of Columbia Minimum Wage Act and the federal Fair Labor Standards Act as verified on September 29, 2026. For a specific pay situation, consult a lawyer licensed in the District of Columbia or the D.C. Department of Employment Services.
Related pages
- Minimum wage by state
- Federal minimum wage rules
- D.C. final paycheck laws
- D.C. at-will employment laws
- Unpaid wages and how to claim them
- Overtime calculator
Last updated: September 29, 2026.
Frequently Asked Questions
What is the minimum wage in Washington, DC?
$18.40 per hour since July 1, 2026, up from $17.95, for all workers regardless of employer size.
Will the DC minimum wage go up in 2027?
Yes, on July 1, 2027, by the prior-year Washington-area CPI-U change rounded to the nearest $0.05 (D.C. Code 32-1003(a)(6)(A)). The Mayor must publish the new rate at least 30 days ahead; it had not been announced when this page was last verified.
What is the tipped minimum wage in DC?
$10.30 per hour in cash wages from July 1, 2026, which is 56% of the general rate. Tips must make up the difference to $18.40.
Is DC eliminating the tipped minimum wage?
Not on the Initiative 82 timetable. D.C. Law 26-55 froze the tipped wage at $10.00 until July 1, 2026, then set a schedule of 56%, 60% (2028), 65% (2030), 70% (2032) and 75% (2034).
Does DC have a lower minimum wage for small employers or teens?
No. The D.C. rate applies regardless of employer size, and D.C. Code 32-1002 and 32-1003 contain no youth or training subminimum.
What is the DC Living Wage?
DOES lists the D.C. Living Wage at $18.40 from July 1, 2026, up from $17.95 through June 30, 2026.
How long do I have to sue for unpaid minimum wages in DC?
Three years after the claim accrues, or after the last occurrence of a continuing violation. The period is tolled while an administrative complaint is pending and while the employer fails to give notice of the employee's rights (D.C. Code 32-1308(c)).
Where do I file a minimum wage complaint in DC?
With the DOES Office of Wage-Hour Compliance at 202-671-1880 or owh.ask@dc.gov, using the DOES file-a-claim page.
Updates
Independently fact-checked against the cited primary sources
The Law Behind This Article
This article rests on the statutory provisions below, held in our own legal record and retrieved from the official source. Tap a section to read the operative text.
Code of the District of Columbia, Title 32: Labor. - Chapter 10: Minimum Wages. - Subchapter I: General.
§ 32-1003Requirements.In forcecited in 2 of our articles
(1) Repealed. (2) Repealed. (3) Repealed. (4) Repealed. (A) Except as provided in subsection (h) of this section and subparagraph (B) of this paragraph, the minimum hourly wage shall be as of: (i) July 1, 2016: $11.50; (ii) July 1, 2017: $12.50; (iii) July 1, 2018: $13.25; (iv) July 1, 2019: $14.00; and (v) July 1, 2020: $15.00. (B) If the minimum wage set by the United States government pursuant to the Fair Labor Standards Act ("U.S. minimum wage") is greater than the minimum hourly wage currently being paid pursuant to subparagraph (A) of this paragraph, the minimum hourly wage paid to an employee by an employer shall be the U.S. minimum wage plus $1. (A) Except as provided in subsection (h) of this section, beginning on July 1, 2021, and no later than July 1 of each successive year, the minimum wage provided in this subsection shall be increased in proportion to the annual average increase, if any, in the Consumer Price Index for All Urban Consumers in the Washington Metropolitan Statistical Area published by the Bureau of Labor Statistics of the United States Department of Labor for the previous calendar year.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at github.com
Cited in 68 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Appeal of H.R. (District of Columbia Court of Appeals 1990, 581 A.2d 1141)“…d amended when necessary, subject to approval of the Mayor. D.C.Code § 32-1003 (1988). Regulations were not issued, ho…”
- Eckington House Mental Health Services, LLC v. Office of Wage Hour (District of Columbia Court of Appeals 2025)“…ular rate at which the employee is employed. D.C. Code § 32-1003(c). In enacting this overtime-wage requ…”
- Sivaraman v. Guizzetti & Associates Ltd (District of Columbia Court of Appeals 2020)“…e. 21 employees. D.C. Code § 32-1003(5)(A). It would be perverse if an emplo…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: DC Debt Collection Laws: Wage Garnishment, Statute of Limitations, and Repossession
§ 32-1012Civil actions.In force
(a) A civil action may be commenced according to, and with all the remedies provided under, § 32-1308. (1) Except as provided in paragraph (2) of this subsection, any employer who pays any employee less than the wage to which that employee is entitled under this subchapter shall be liable to that employee in the amount of the unpaid wages, statutory penalties, and an additional amount as liquidated damages equal to treble the amount of unpaid wages. (2) The court may award an additional amount of liquidated damages less than treble the amount of unpaid wages, but not less than the amount of unpaid wages, only if the employer demonstrates to the satisfaction of the court that: (A) The act or omission that gave rise to the action was in good faith; (B) That the employer had reasonable grounds for the belief that the act or omission was not in violation of this subchapter; and (C) That the employer promptly paid the full amount of wages claimed to be owed to the employee.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at github.com
§ 32-1002Definitions.In force
For the purposes of this subchapter: (1) The term "Director" means the Director of the Department of Employment Services. (1A) The term “employ” includes to suffer or permit to work. (2) The term “employee” includes any individual employed by an employer, except that this term shall not include: (A) Any individual who, without payment and without expectation of any gain, directly or indirectly, volunteers to engage in the activities of an educational, charitable, religious, or nonprofit organization; (B) Any lay member elected or appointed to office within the discipline of any religious organization and engaged in religious functions; or (C) Any individual employed as a casual babysitter, in or about the residence of the employer. (3) The term “employer” includes the District of Columbia government, any individual, partnership, general contractor, subcontractor, association, corporation, business trust, or any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee, but shall not include the United States government.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at github.com
§ 32-1001Findings and declaration of policy.In force
(a) The Council of the District of Columbia finds that persons employed in the District of Columbia should be paid at wages sufficient to provide adequate maintenance and to protect health. Any wage that is not sufficient to provide adequate maintenance and to protect health impairs the health, efficiency, and well-being of persons so employed, constitutes unfair competition against other employers and their employees, threatens the stability of industry, reduces the purchasing power of employees, and requires, in many instances, that their wages be supplemented by the payment of public moneys for relief or other public and private assistance. Employment of persons at these insufficient rates of pay threatens the health and well-being of the people of the District of Columbia and injures the overall economy. (b) It is declared the policy of this subchapter to ensure the elimination of the conditions referred to above.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at github.com
Cited in 108 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Eckington House Mental Health Services, LLC v. Office of Wage Hour (District of Columbia Court of Appeals 2025)“…Kennedy Was an Employee Under the DCMWA The DCMWA, D.C. Code §§ 32-1001 to 1015, provides generally that:…”
- Sanchez v. Sundely (District of Columbia Court of Appeals 2024)“…s under three statutes: the D.C. Minimum Wage Act (“MWA”), D.C. Code §§ 32-1001 to 1015; the D.C. Wage Payment and Col…”
- Paragon Systems, Inc. v. Williams (District of Columbia Court of Appeals 2022)“…1 D.C. Code § 32-1301 et seq. (2019 Repl.) and D.C. Code § 32-1001 et seq. (2019 Repl.).…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Code of the District of Columbia, Title 32: Labor. - Chapter 13: Wages and Workplace Fraud. - Subchapter I: Payment and Collection of Wages.
§ 32-1308Civil actions.In forcecited in 2 of our articles
(A) Subject to subparagraph (B) of this paragraph, a person aggrieved by a violation of this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act may bring a civil action in a court of competent jurisdiction against the employer or other person violating this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act and, upon prevailing, shall be awarded reasonable attorneys' fees and costs and entitled to relief including: (i) The payment of any back wages unlawfully withheld; (ii) Liquidated damages equal to treble the amount of unpaid wages; (iii) Statutory penalties; and (iv) Such legal or equitable relief as may be appropriate, including reinstatement of employment, and other injunctive relief. (B) No person in any action brought pursuant to this section shall be awarded any amount already recovered by an employee.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at github.com
Cited in 64 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Zuniga v. Whiting-Turner Contracting Co. (District of Columbia Court of Appeals 2022)“…ment to an additional award of attorneys’ fees pursuant to D.C. Code § 32-1308(b)(1) (2019 Repl.). In pertinent part,…”
- District of Columbia v. Bongam (District of Columbia Court of Appeals 2022)“…rcement, pursuant to D.C. Code § 32-1306 (2019 Repl.). See D.C. Code § 32-1308 (a)(1)(C)(vii) (authorizing actions by…”
- Sivaraman v. Guizzetti & Associates Ltd (District of Columbia Court of Appeals 2020)“…here is the provision governing civil enforcement actions, D.C. Code § 32-1308, which provides that “a person aggrieve…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: DC Final Paycheck Laws: Deadlines, Treble Damages, and Wage Claims
§ 32-1311Retaliation.In force
(a) It shall be unlawful for any employer to discharge, threaten, penalize, or in any other manner discriminate or retaliate against any employee or person because that employee or person has: (1) Made or is believed to have made a complaint to his or her employer, the Mayor, the Attorney General for the District of Columbia, any federal or District employee, or to any other person that the employer has engaged in conduct that the employee, reasonably and in good faith, believes violates any provision of this chapter or the Living Wage Act, or any regulation promulgated pursuant to this chapter or the Living Wage Act; (2) Initiated or is about to initiate a proceeding under or related to this chapter; (3) Provided information to the Mayor, the Attorney General for the District of Columbia, or any other person regarding a violation, investigation, or proceeding under this chapter; (4) Testified or is about to testify in an investigation or proceeding under this chapter; or (5) Otherwise exercised rights protected under this chapter.
Official text (excerpt) · last checked 2026-07-30 · Read the full text in our law library · Verify at github.com
United States Code Title 29
§ 206Minimum wageIn forcecited in 49 of our articles
Every employer shall pay to each of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages at the following rates: except as otherwise provided in this section, not less than— $5.85 an hour, beginning on the 60th day after May 25, 2007; $6.55 an hour, beginning 12 months after that 60th day; and $7.25 an hour, beginning 24 months after that 60th day; if such employee is a home worker in Puerto Rico or the Virgin Islands, not less than the minimum piece rate prescribed by regulation or order; or, if no such minimum piece rate is in effect, any piece rate adopted by such employer which shall yield, to the proportion or class of employees prescribed by regulation or order, not less than the applicable minimum hourly wage rate. Such minimum piece rates or employer piece rates shall be commensurate with, and shall be paid in lieu of, the minimum hourly wage rate applicable under the provisions of this section.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 6,250 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Mark D. Tourscher v. Martin Horn, Secretary of the Pa. Dept. Of Corrections John McCullough Superintendent ,(d.c. Civil No. 98-Cv-00176j) (Court of Appeals for the Third Circuit 1999, 184 F.3d 236)“…wage provisions of the Fair Labor Standards Act (“FLSA”), 29 U.S.C. § 206 (a), for the work he was compelled to d…”
- Christensen v. Harris County (Supreme Court of the United States 2000, 529 U.S. 576)“…in the private sector of the economy or the public sector. 29 U. S. C. §§ 206 , 207 (1994 ed. and Supp. III). In 1985…”
- Barrentine v. Arkansas-Best Freight System, Inc. (Supreme Court of the United States 1981, 450 U.S. 728)“…a minimum wage under § 6 of the Fair Labor Standards Act, 29 U. S. C. § 206 , may not be waived through a collectiv…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Ohio Debt Collection Laws: Garnishment Formula, the 6-Year Consumer Debt Rule, and Repossession, Federal Minimum Wage 2026: $7.25 an Hour Since 2009, Minimum Wage by State 2026: All 50 States and DC
§ 216PenaltiesIn forcecited in 46 of our articles
Any person who willfully violates any of the provisions of section 215 of this title shall upon conviction thereof be subject to a fine of not more than $10,000, or to imprisonment for not more than six months, or both. No person shall be imprisoned under this subsection except for an offense committed after the conviction of such person for a prior offense under this subsection. Any employer who violates the provisions of section 206 or section 207 of this title shall be liable to the employee or employees affected in the amount of their unpaid minimum wages, or their unpaid overtime compensation, as the case may be, and in an additional equal amount as liquidated damages. Any employer who violates the provisions of section 215(a)(3) or 218d of this title shall be liable for such legal or equitable relief as may be appropriate to effectuate the purposes of section 215(a)(3) or 218d of this title, including without limitation employment, reinstatement, promotion, and the payment of wages lost and an additional equal amount as liquidated damages.
Official text (excerpt) · last checked 2026-09-03 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 9,526 court opinions in our collectionLatest citing opinion in our collection: 2026
In the courts (editorial summary, independently checked):The Supreme Court treats Section 216(b) as the FLSA's private-suit clause. Alden v. Maine (1999) held Article I gives Congress no power to subject nonconsenting states to such private damages suits in their own courts. Christensen v. Harris County (2000) applied Section 216(b)'s requirement that plaintiffs prove a Section 207 violation.
Opinions citing this section in our collection:
- Alyeska Pipeline Service Co. v. Wilderness Society (Supreme Court of the United States 1975, 421 U.S. 240)“…abor Standards Act, § 16 (b), 52 Stat. 1069 , as amended, 29 U. S. C. § 216 (b); Longshoremen's and Harbor Workers…”
- Roadway Express, Inc. v. Piper (Supreme Court of the United States 1980, 447 U.S. 752)“…ther taxable costs. Compare 42 U. S. C. § 2000a-3 (b) with 29 U. S. C. § 216 (b) (1970 ed., Supp. V).” Id., at 6…”
- Hutto v. Finney (Supreme Court of the United States 1979, 437 U.S. 678)“…ther taxable costs. Compare 42 U. S. C. § 2000a-3 (b) with 29 U. S. C. § 216 (b) (1970 ed., Supp. V). [29] See…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Federal Whistleblower Laws: Protections and How to Report, Unpaid Wages: How to File a Claim and Recover What You're Owed, Employer Threatening to Call Immigration? Your Rights in the U.S.
§ 218Relation to other lawsIn forcecited in 52 of our articles
No provision of this chapter or of any order thereunder shall excuse noncompliance with any Federal or State law or municipal ordinance establishing a minimum wage higher than the minimum wage established under this chapter or a maximum work week lower than the maximum workweek established under this chapter, and no provision of this chapter relating to the employment of child labor shall justify noncompliance with any Federal or State law or municipal ordinance establishing a higher standard than the standard established under this chapter. No provision of this chapter shall justify any employer in reducing a wage paid by him which is in excess of the applicable minimum wage under this chapter, or justify any employer in increasing hours of employment maintained by him which are shorter than the maximum hours applicable under this chapter.
Official text (excerpt) · last checked 2026-07-28 · Read the full text in our law library · Verify at uscode.house.gov
Cited in 312 court opinions in our collectionLatest citing opinion in our collection: 2026
Opinions citing this section in our collection:
- Philip Williamson Itzik Riefronda Kirlin Thomas Painter,plaintiffs-Appellants v. General Dynamics Corporation,opinion (Court of Appeals for the Ninth Circuit 2000, 208 F.3d 1144)“…wage, hour, and child labor legislation. See 29 U.S.C. § 218 (a). 1 *1151…”
- United States v. Klinghoffer Bros. Realty Corp., Irving Jacobson and Albert Klinghoffer (Court of Appeals for the Second Circuit 1961, 285 F.2d 487)“…agreement to accept reduced pay is valid, notwithstanding 29 U.S.C. § 218 . White v. Witwer Grocer Co., 8 Cir.,…”
- Pacific Merchant Shipping Ass'n v. Aubry (Court of Appeals for the Ninth Circuit 1990, 918 F.2d 1409)“…han the maximum workweek established under this chapter. 29 U.S.C. Section 218 (a). The employees and the United State…”
Identified automatically from the court opinions citing this section — not a ranking of which case controls.
Also relied on in: Alabama Minimum Wage 2026: $7.25 Federal, No State Rate, Alaska Minimum Wage 2026: $14.00 an Hour, $15.00 in July 2027, Arizona Minimum Wage 2026: $15.15 Per Hour, $15.65 in 2027
Search our full record of US law — 2.1 million sections, every state + federal →
Sources and References
- DOES: 2026 Minimum Wage Increase Notice(does.dc.gov).gov
- D.C. Code 32-1003 (minimum wage)(code.dccouncil.gov).gov
- 29 U.S.C. 206 (federal minimum wage)(law.cornell.edu)
- 29 U.S.C. 218 (relation to other laws)(law.cornell.edu)
- U.S. Department of Labor: minimum wages for tipped employees(dol.gov).gov
- DOES: Office of Wage-Hour Compliance(does.dc.gov).gov
- D.C. Code 32-1002 (definitions)(code.dccouncil.gov).gov
- DOES: file a wage claim(does.dc.gov).gov
- D.C. Code 32-1308 (civil actions)(code.dccouncil.gov).gov
- D.C. Code 32-1012 (remedies)(code.dccouncil.gov).gov
- D.C. Code 32-1311 (retaliation)(code.dccouncil.gov).gov
- 29 U.S.C. 216 (penalties and remedies)(law.cornell.edu)