Pennsylvania enforces the federal $7.25 minimum wage statewide.
Pennsylvania's state minimum wage remains fixed at the federal floor of $7.25 per hour, a rate unchanged since 2009. State law preempts local jurisdictions from establishing their own minimum wage rates, ensuring uniformity across the Commonwealth. This policy tracks the current enforcement and potential future changes, including stalled legislative efforts to raise the state minimum wage.
Federal $7.25 Floor Enforcement
Ensures all non-exempt employees in Pennsylvania are paid at least the federal minimum wage.
What those rules do as a Pennsylvania shift is created.
Teambridge dynamically applies Pennsylvania's minimum wage requirements to every scheduled shift, ensuring compliance even as legislative changes are proposed or enacted. Our system continuously monitors for updates, preventing underpayment from the moment a shift is approved.
Block Sub-Federal Wages
Any shift scheduled for a non-exempt employee in Pennsylvania will automatically flag if the effective hourly rate (base wage + tips, if applicable) falls below $7.25. Teambridge prevents approval of such shifts until the wage discrepancy is resolved.
Flag Local Ordinance Conflicts
Although state law preempts local minimum wage ordinances, Teambridge flags any attempt to apply a local minimum wage to a Pennsylvania shift, reminding schedulers of the state's uniform $7.25 rate and preventing confusion.
Track HB 1549 Progress
Teambridge proactively monitors the status of House Bill 1549, which proposes a tiered increase to $15/hour. Should it pass the Senate and become law, the system will immediately flag shifts requiring adjustment and assist with transition planning.
Stop worrying about Pennsylvania wage rules.
Let Teambridge automate compliance for your entire workforce. Get started today and ensure every shift meets Pennsylvania's specific requirements.
Pennsylvania adheres to the federal minimum wage of $7.25 per hour.
The Pennsylvania Minimum Wage Act (PMWA) establishes the state's minimum wage. While the PMWA allows for a higher state minimum wage, it currently mirrors the federal rate. Crucially, the PMWA includes a preemption clause that prohibits political subdivisions from enacting their own minimum wage laws.
43 P.S. § 333.104(a): "Except as may be otherwise provided under this act, every employer shall pay to each of his employees wages at a rate of not less than: (1) Seven dollars twenty-five cents ($7.25) an hour."
43 P.S. § 333.107(b): "Ordinances or regulations of political subdivisions providing for a minimum wage or minimum wage rate higher than the minimum wage or minimum wage rate provided for under this act, or providing for payment of wages in a manner inconsistent with this act, are superseded by this act."
Impact of State Preemption
Pennsylvania's minimum wage law explicitly preempts local governments from setting their own, higher minimum wage rates. This means that unlike some other states, cities like Philadelphia or Pittsburgh cannot establish a local minimum wage that differs from the statewide $7.25. This simplifies compliance by ensuring a single, consistent minimum wage floor across all municipalities in Pennsylvania, though it has been a point of contention for advocates pushing for higher local wages.
Legislative Efforts and Outlook
There have been consistent legislative efforts in Pennsylvania to raise the state's minimum wage above the federal floor. House Bill 1549, for example, proposed a tiered increase to $15 per hour by 2026. While the bill passed the House, it has stalled in the Senate. Teambridge monitors these legislative developments closely, as a change in state law would significantly alter the minimum wage landscape and require immediate adjustments for employers throughout the Commonwealth.
Teambridge ensures Pennsylvania's $7.25 floor is always met.
With Teambridge, Pennsylvania's minimum wage compliance is fully automated. Our system integrates the $7.25 floor directly into your scheduling and payroll workflows, eliminating manual checks and reducing the risk of non-compliance.
Real-time Wage Validation
As you build a shift, Teambridge instantly calculates the effective hourly rate, flagging any instance where the proposed wage falls below $7.25 per hour for non-exempt employees in Pennsylvania.
Automated Minimum Wage Adjustments
Before payroll finalization, our system performs a final audit, automatically adjusting any underpaid hours to meet the $7.25 minimum, ensuring every paycheck is compliant.
Comprehensive Compliance Records
Teambridge maintains detailed records of all wage calculations and adjustments, providing a clear audit trail for compliance verification and demonstrating due diligence.
Proactive Policy Updates
Our compliance engine is continuously updated with the latest legislative changes, including the status of bills like HB 1549, ensuring your system adapts immediately if the minimum wage changes.
People also ask.
What is the current minimum wage in Pennsylvania?
As of April 2026, the minimum wage in Pennsylvania is $7.25 per hour, which aligns with the federal minimum wage. This rate has been in effect since July 24, 2009.
Can cities in Pennsylvania set their own minimum wage?
No. Pennsylvania state law (43 P.S. § 333.107(b)) includes a preemption clause that prohibits political subdivisions, such as cities or counties, from enacting their own minimum wage laws that are higher than the state rate.
Are tipped employees subject to the $7.25 minimum wage?
Tipped employees in Pennsylvania have a lower direct wage rate ($2.83 per hour), but their total compensation, including tips, must meet or exceed the $7.25 state minimum wage. If tips do not bring the employee's hourly rate up to $7.25, the employer must make up the difference.
What is the Pennsylvania Minimum Wage Act (PMWA)?
The Pennsylvania Minimum Wage Act (PMWA) is the state law that establishes minimum wage and overtime requirements for most employees in Pennsylvania. It generally mirrors the federal Fair Labor Standards Act (FLSA) but has some specific provisions, including the state preemption clause for minimum wage.
Is Pennsylvania considering raising its minimum wage?
Yes, there are ongoing legislative efforts to raise Pennsylvania's minimum wage. For example, House Bill 1549, which proposed a tiered increase to $15 per hour by 2026, passed the House but has not yet passed the Senate. Teambridge actively tracks the status of such legislation.
What happens if an employer pays less than $7.25 an hour?
Employers who pay less than the statutory minimum wage are in violation of the PMWA. Employees can file a wage complaint with the Pennsylvania Department of Labor & Industry, and employers may be liable for unpaid wages, liquidated damages, and civil penalties.