Information for Large Employers
(501 or more employees - also known as Schedule 1 employers)
As of January 1, 2018 the City of Seattle's minimum wage for large employers is $15.45 or $15.00 per hour with medical benefits provided.
Minimum Wage
- Pay hourly minimum wage; or
- Pay reduced hourly minimum wage if the employer makes payments toward an employee’s silver level medical benefits plan.
1. Hourly Rate
Large employers who do not pay towards an employee’s medical benefits plan pay hourly minimum wage based on the following schedule:
| Minimum Wage | |
|---|---|
| 2016 (January 1) | $13.00/hour |
| 2017 (January 1) | $15.00/hour |
| 2018 (January 1) | $15.45/hour |
2. Medical Benefits
Large employers who do make payments toward an employee’s medical benefits plan pay a reduced minimum wage based on the following schedule:
| Minimum Wage | |
|---|---|
| 2016 (January 1) | $12.50/hour |
| 2017 (January 1) | $13.50/hour |
| 2018 (January 1) | $15.00/hour |
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Information for Small Employers
Frequently Asked Questions
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Key Terms
Employees
Seattle’s Minimum Wage Ordinance applies to employees working in Seattle, regardless of employees’ immigration status.
Employer Size
To calculate employer size, count the employer's total number of individual employees worldwide. For franchises, count all employees in the franchise network.
Wage
A wage includes salary, hourly pay, commissions, piece-rate, and non-discretionary bonuses. Wages do not include tips or payments towards medical benefits. However, payment toward medical benefits can reduce employers’ minimum wage requirements temporarily until 2018.
Medical Benefits
For an employee’s medical benefits to qualify toward the minimum wage, the plan must be the equivalent of a “silver” level or higher as defined in the federal Affordable Care Act. An employer cannot pay a reduced minimum wage if the employee declines medical benefits or is not eligible for medical benefits.
Other Requirements
Notice to Employees
Employers must provide employees with notice of their rights under the Ordinance. The notice must be in English, Spanish, and any other language that is commonly spoken by employees in the workplace.
Record Keeping
Employers must keep payroll records for three years.
Retaliation Prohibited
An employer cannot retaliate against an employee for:
- Requesting to be paid the minimum wage.
- Filing a complaint with the Office of Labor Standards concerning a potential minimum wage violation.
- Telling a person about a potential violation or about their rights.
Enforcement
The Office of Labor Standards (OLS) began enforcing the Minimum Wage Ordinance on April 1, 2015.