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Wisconsin’s general minimum wage is $7.25 an hour, and most covered employees must receive overtime at 1.5 times their regular rate for hours worked over 40 in a workweek. State rules also address paydays, minor work, leave and discrimination—but coverage and exceptions can depend on the worker’s status, duties, employer and circumstances. This guide summarizes Wisconsin Department of Workforce Development (DWD) guidance; it is general information, not a decision about an individual claim.
What is the minimum wage in Wisconsin?
DWD’s rate table, accessed October 7, 2026, lists the following hourly rates. The table identifies July 24, 2009, as the effective date; these are not newly enacted 2026 rates. Check DWD’s current rate information before relying on the figures, since wage rates can change.
| Rate category | Hourly rate | Who it applies to |
|---|---|---|
| General minimum wage | $7.25 | Adults and minors, except where a specific rate applies. |
| Tipped cash wage | $2.33 | Eligible tipped employees. Cash wages plus tips must average at least the general minimum wage over the pay period; the employer must make up any shortfall. |
| Opportunity wage | $5.90 | Eligible employees under 20 during their first 90 consecutive calendar days with that employer. The rate must rise to the general minimum wage after 90 days or when the employee turns 20, whichever comes first. |
Is overtime mandatory in Wisconsin?
Generally, a covered employee must receive time and one-half their regular rate for hours worked over 40 in a workweek. Each workweek is calculated on its own: an employer cannot average hours across a two-week pay period to avoid overtime. Wisconsin DWD lists exceptions for certain work and workers, including agricultural employees and some executive, administrative, professional, sales, transportation and motor-vehicle-dealership workers.
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- A job title by itself does not establish that a worker is exempt. The applicable exemption depends on the work and circumstances.
- Being paid a salary does not, by itself, mean a worker is exempt.
- Different state and federal rules may apply depending on duties, industry and employer coverage. A private agreement cannot waive overtime that the law requires.
Are employers required to give breaks in Wisconsin?
Wisconsin does not require employers to provide adult employees with meal or rest breaks. If an employer provides a short break lasting less than 30 consecutive minutes, it counts as paid work time. Under DWD guidance, a longer meal period can be unpaid only when the employee is relieved of duty and free to leave the premises.
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When does my employer have to pay me?
Most Wisconsin employers must pay wages at least monthly, with no more than 31 days between pay periods. DWD identifies exceptions, including logging and farm labor, for which pay may be quarterly. When employment ends, wages are generally due on the employer’s regular payday.
How long do I have to file a wage claim?
DWD says a wage claim may be filed within two years after the wages were earned. The Equal Rights Division’s labor-standards complaint process covers issues such as minimum wage, overtime, wage payment, access to personnel records and minor-employment rules. Keep pay statements, time records, schedules, workplace policies and messages that may clarify hours or compensation. Filing with the labor-standards process is not a substitute for using the relevant DWD program for a different kind of claim.
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Can a 14- or 15-year-old work in Wisconsin?
Yes, subject to age-specific limits. Most employers hiring minors ages 12 through 15 need a valid work permit before the minor starts work. Exceptions include certain agricultural and domestic work. The hours and times a minor may work depend on age, school schedule, season and job type, so consult DWD’s current age-specific tables rather than applying one limit to every young worker. When both state and federal requirements apply, the employer must follow the more stringent applicable provision.
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What family and medical leave does Wisconsin law provide?
Wisconsin’s Family and Medical Leave Law covers employers with at least 50 permanent employees. DWD says an employee may qualify if they were employed during the prior 52 weeks and worked at least 1,000 hours during that period. For an eligible employee, the state law provides:
- Up to six weeks for the birth or adoption of a child.
- Up to two weeks to care for a parent, child or spouse with a serious health condition.
- Up to two weeks for the employee’s own serious health condition.
DWD explains that employer-provided paid or unpaid leave may be substituted as allowed by the law. Federal Family and Medical Leave Act coverage and eligibility tests are separate, so the state thresholds do not settle whether federal leave applies.
What does Wisconsin law say about discrimination and retaliation?
Wisconsin’s Fair Employment Law prohibits employment discrimination on listed protected grounds. DWD’s summary includes race, color, ancestry, national origin, creed, sex, disability, age 40 or older, marital status, sexual orientation, lawful product use, arrest or conviction record, military status, genetic testing, and pregnancy or childbirth, among others.
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Does worker classification affect labor-law protections?
Yes. Classification can affect access to wage-payment rules, work-hour protections, civil-rights protections, unemployment insurance and workers’ compensation. DWD states: “Under the law, workers are presumed to be employees unless the employer proves that workers meet the legal criteria to be independent contractors.” Different programs may use different tests, so a classification decision for one purpose does not automatically resolve status for every other legal question.
Which facts can change the rule that applies?
- Worker status: Employee and independent-contractor status can affect which protections are available.
- Age and school schedule: Minor work rules vary with exact age, school calendar and type of work.
- Job duties and industry: These may determine whether an overtime exception applies.
- Employer size and work history: These affect eligibility under Wisconsin’s family and medical leave law.
- Federal coverage: Federal requirements may apply alongside Wisconsin law, and the relevant rule depends on the issue and facts.
Where can I report a suspected violation?
For a wage, overtime, pay-frequency, personnel-record or minor-employment concern, DWD’s Equal Rights Division accepts labor-standards complaints. Use the DWD program for the issue involved: discrimination, leave, workers’ compensation and unemployment matters may have separate procedures. Deadlines can apply, so identify the right program and act promptly.
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