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Idaho Minimum Wage: Comprehensive Guide

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10 min read

Idaho stands out as one of a handful of states that aligns directly with the federal minimum wage, having never established its own state-specific rate. While this simplifies wage calculations, it also has unique implications for businesses and the broader economy within the state. In this comprehensive guide, we’ll explore everything you need to know about the Idaho minimum wage, including the legal requirements for employers, rates, exemptions and best practices for employer compliance. Whether you’re navigating wage compliance for the first time or looking to optimize your pay structure, this guide will equip you with the essential knowledge you need to make an informed decision.

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How Minimum Wage Works in the U.S. 

The United States operates a tiered minimum wage system, with varying rates set at the federal, state, and municipal levels. This creates a complex system for determining the minimum wage for workers across the United States.

  • Federal minimum wage. The federal minimum wage, established by the Fair Labor Standards Act (FLSA), is the baseline wage for non-exempt employees nationwide. The current federal minimum wage stands at $7.25 per hour.
  • State minimum wage. Many states have enacted their own minimum wage laws. These state minimum wages often exceed the federal rate, aiming to align with the local cost of living and labor market conditions. For example, the minimum wage is $12.00 per hour in New Mexico, $15.00 per hour in Maryland, and $16.28 per hour in Washington State (the highest rate in the country). 
  • Municipal minimum wage. A growing number of cities and counties have also implemented their own minimum wage limits, often higher than both state and federal minimum wage rates. These municipal-level minimum wages reflect the unique economic circumstances of specific localities. 

Finally, in addition to regional differences, the minimum wage can also vary based on industry. For example, the minimum wage for tipped employees in the service industry is typically lower than the minimum wage for non-tipped workers. This is because many states expect tipped employees to receive a significant portion of their income from tips.

Federal Minimum Wage: Timeline  

Before we explore the Idaho minimum wage, let’s take a look at a timeline of the federal minimum wage to help us understand its evolution and impact on the state’s wage laws. 

Federal minimum wage: key milestones:

  • 1938. The FLSA establishes the first federal minimum wage of $0.25 per hour. This provides workers with a baseline income and lays the groundwork for future labor standards.
  • 1950. The federal minimum wage increases to $0.75 per hour, expanding coverage to air transport industry workers. This increase is a reflection of post-war economic growth and an improvement in living standards.
  • 1966. The federal minimum wage increases to $1.40 per hour. This increase ensures wages keep up with productivity and the cost of living, reducing poverty significantly. Coverage is extended to public schools, nursing homes, laundries, and the construction industry
  • 1981. The federal minimum increases to $3.35 per hour and remains unchanged for almost a decade. This wage stagnation leads to an increase in income inequality.
  • 1989. Changes to the law require businesses that make $500,000 or more per year to follow minimum wage rules, and the federal minimum wage is increased to $3.80 per hour​.
  • 1997. The federal minimum wage increases to $5.15 per hour during the Clinton administration. This raise is part of a series of increases aimed at boosting the income of low-wage workers. However, even though it provides a significant boost in nominal wages, it still lags behind inflation and cost of living increases.​ 
  • 2007-2009. The federal minimum wage increases in three stages to $7.25 per hour, where it has remained until now despite rising living costs. This is the longest period in U.S. history without an increase. There are currently no plans to increase the federal minimum wage.

Idaho Minimum Wage: Rates 

The Idaho minimum wage is currently $7.25 per hour, in line with the federal minimum wage. Twenty states use the federal minimum wage of $7.25 including Alabama, Georgia, Indiana, Kentucky, Louisiana, North Carolina, Pennsylvania, Tennessee, Texas, Wisconsin, Oklahoma, and Utah. 30 states have state minimum wages that are above the federal minimum wage, including California, Florida, and Massachusetts. 

The Idaho minimum wage applies to most workers in the state unless they are exempt under specific federal or state laws.

Specifically, Idaho employers must offer the following minimum hourly wage:

  • $7.25 per hour. This is the federal minimum wage, and it applies to most workers in Idaho. This rate has been in effect since July 24, 2009.
  • $3.35 per hour. This state-wide rate typically applies to workers who earn tips, such as servers. Under Idaho law, employers can pay tipped employees a lower cash wage as long as the sum of the cash wage and tips received is at least equal to the federal minimum wage of $7.25 per hour. If the combined amount of the tips and the $3.35 cash wage does not equal at least $7.25 per hour, the employer must make up the difference.

Idaho Minimum Wage: Exemptions

Since Idaho does not have a state-specific minimum wage and follows the federal minimum wage of $7.25 per hour, the exemptions to the Idaho minimum wage are essentially the same as those outlined under federal law.

Here’s an overview of these exemptions:

  • Tipped employees. Firstly, you can pay tipped employees a reduced rate of $3.35 per hour (higher than the federal rate for tipped workers of $2.13 per hour) if their tips bring their total earnings to at least $7.25 per hour. If they don’t, then you must cover the tip deficit. 
  • Student workers. Secondly, you can pay full-time college or high school students 85% of the Idaho minimum wage. However, to qualify, students must be enrolled in a work-study program or work 20 hours (or less) per week. 
  • Young workers. In addition, you can pay employees under 20 a reduced rate of $4.25 per hour during the first 90 days of employment. After 90 days, you must pay them the full Idaho minimum wage.
  • Employees with disabilities. Finally, you can pay employees with a disability a lower rate provided you obtain a certificate from the U.S. Department of Labor. 

Why Idaho Has Never Set a State-Specific Minimum Wage 

Idaho has chosen to align with the federal minimum wage rather than setting its own state-specific rate, primarily because of the state’s preference for minimal government intervention in business affairs. This decision reflects Idaho’s broader economic philosophy of maintaining a straightforward, business-friendly environment. By sticking to the federal minimum wage, Idaho avoids the potential confusion and extra administrative burden that could come with different wage standards at the state level. For businesses operating in multiple states, having a consistent wage rate simplifies compliance and reduces the risk of mistakes.

Idaho’s economy is heavily influenced by industries like agriculture, manufacturing, and tourism, which often operate on thin profit margins. These sectors are particularly sensitive to changes in labor costs, and many business owners worry that a state-specific minimum wage could significantly increase their expenses. This could potentially harm small businesses that already face tight budgets. By adhering to the federal minimum wage, Idaho helps these industries keep their costs predictable, supporting economic stability and allowing businesses to plan more effectively.

Politically, Idaho has a history of supporting policies that favor business interests and limit additional regulatory burdens. The state legislature has shown little interest in pushing for a state-specific minimum wage, largely because many lawmakers and business leaders believe that the federal rate is sufficient. They argue that it balances the needs of workers with the economic realities faced by employers, particularly in rural areas where the cost of living is lower.

Essentially, Idaho’s decision to follow the federal minimum wage is driven by a desire to maintain simplicity for businesses, protect key industries from increased costs, and uphold a political philosophy that prioritizes limited government regulation. This approach has helped create a stable business environment that aligns with the state’s economic and political values.

Impact of Idaho’s Minimum Wage Policy on Employers & Employees

Idaho’s adherence to the federal minimum wage has significant impacts on both employers and employees. For employers, especially those in key sectors like agriculture, manufacturing, and tourism, the policy provides predictability and stability. By avoiding a state-specific minimum wage, businesses benefit from lower labor costs compared to states with higher wage floors. This can be particularly beneficial for small businesses and those operating in rural areas, where profit margins are often tight. The consistent federal rate simplifies payroll management and reduces the administrative burden, especially for businesses operating in multiple states.

However, for employees, the impact can be more mixed. While the federal minimum wage ensures a baseline income, it doesn’t realistically keep pace with the rising cost of living, especially in urban areas where expenses are higher. Workers earning the Idaho minimum wage often struggle to afford basic necessities, leading to financial stress and lower job satisfaction. This can result in higher turnover rates, which in turn affects employers by increasing recruitment and training costs.

Overall, Idaho’s minimum wage policy favors business stability and cost management but may present challenges in attracting and retaining a satisfied workforce, particularly in regions where the cost of living outpaces wage growth.

Additional Idaho Wage Laws 

Aside from the Idaho minimum wage, the state has a number of additional wage laws that employers need to understand as these can have an impact on an employee’s wages.

Let’s explore these Idaho wage laws in a bit more detail so you can make sure your employee handbook meets all requirements

Overtime Pay 

Idaho follows federal overtime pay laws under the Fair Labor Standards Act (FLSA). This means that you must offer eligible employees overtime pay if they work beyond their contracted hours.

To determine if an employee is eligible or exempt, you first need to determine what their FLSA status is.

Consider the following:

  • Salary level. Are you paying the employee more than $43,888 per year?
  • Salary basis. Do you offer them a guaranteed minimum compensation amount, regardless of the hours they work? 
  • Duties. Have you contracted them to perform an exempt job duty? (Professional duties that require specialized education; executive duties such as supervising a team; or administrative duties that require the use of discretion and judgment)

If an employee meets any of the above criteria, then they are considered exempt from the FLSA and you have no obligation to pay them overtime. However, if your employees are non-exempt (they do not meet any of the above criteria) then you must follow the FLSA’s overtime rules. Essentially this means that you must offer them overtime pay for any hours worked over 40 in a workweek at a rate not less than time and a half.

Pay Frequency and Methods 

Idaho state law requires that employers pay employees at least once per month, which is more lenient than the federal standard that generally allows for different pay frequencies as long as it is regular and predictable. Employers in Idaho can choose to pay more frequently, such as bi-weekly or weekly, but must meet the minimum requirement of paying once a month.

In terms of payment methods, wages must be paid in cash, or by check or direct deposit, as agreed upon by the employee.

Wage Deductions

While both federal and state laws regulate wage deductions, Idaho has specific rules on what can and cannot be deducted from an employee’s paycheck. For example, Idaho law prohibits employers from deducting wages for damages, cash register shortages, or other losses unless the employee has voluntarily agreed to the deduction in writing. This is a protection that goes beyond what is specified in federal law.

Final Paychecks 

When an employee in Idaho leaves a job, whether voluntarily or involuntarily, the employer must issue the final paycheck by the next scheduled payday or within ten days, whichever comes first. This includes all wages earned up to the separation date, including any accrued vacation pay or bonuses if the company policy stipulates they are owed. Employers must comply with this timeline to avoid penalties and potential legal disputes.

Youth Employment

Idaho has specific regulations for youth employment that differ slightly from federal laws. For instance, while federal law generally allows minors aged 14 and 15 to work limited hours, Idaho sets additional restrictions during school sessions. Idaho law requires that minors under 16 cannot work more than nine hours in a day or 54 hours in a week during school breaks, with further limitations when school is in session.

Recordkeeping and Timekeeping

Idaho follows federal guidelines for recordkeeping and timekeeping, with additional state-specific requirements that employers must observe. 

Here’s what Idaho employers need to know.

Recordkeeping Requirements

Idaho follows the federal Fair Labor Standards Act (FLSA) guidelines, which require employers to maintain certain records for a minimum of three years. These records typically include employee names, addresses, hours worked, wages, and any deductions. While Idaho does not have state-specific recordkeeping requirements that extend beyond federal law, maintaining accurate and thorough records is crucial for compliance and legal protection.

Timekeeping Requirements

Idaho does not impose specific state regulations that differ from federal standards when it comes to timekeeping. Employers are required to track all hours worked by employees accurately, including regular and overtime hours. This can be done through various methods, such as manual, electronic, or automated timekeeping systems. The key requirement is that the system used must be accurate and reliable.

Wage Statements

Idaho requires employers to provide employees with a detailed wage statement each pay period, which includes the number of hours worked, pay rate, gross wages, and any deductions. This ensures transparency and helps employees verify the accuracy of their pay.

Wage Claims

Finally, Idaho has a state-specific process for employees to file wage claims if they believe they have been underpaid or not paid at all. While the federal Department of Labor handles wage claims under federal law, Idaho provides an additional avenue through the Idaho Department of Labor, where employees can file claims directly for unpaid wages, including wages due, vacation pay, or any other form of owed compensation.

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Best Practices for Employer Compliance 

And that’s pretty much everything you need to know about the Idaho minimum wage and the state’s additional wage laws. All that’s left now is to make sure that your business meets the legal requirements of these laws.

With this in mind, we’ve put together a handy list of essential tips and best practices to help you protect your business from potential non-compliance fines and penalties:

  • Monitor working hours. Track and calculate employee working hours and make sure you pay non-exempt employees overtime if they work beyond 40 hours in a week. Factorial’s time tracking feature enables real-time monitoring of working hours, including overtime. This allows you to maintain and generate accurate records and reports, ensuring compliance with overtime and time-tracking requirements.
  • Maintain detailed records. Keep comprehensive records of all hours worked, wages paid, and deductions for at least three years. Factorial’s HRIS automates recordkeeping, storing all data in a centralized digital format for easy access and compliance with record retention laws.
  • Implement an effective payroll system. Finally, ensure compliance with the Idaho minimum wage by implementing an effective, real-time payroll system. Factorial’s payroll software automatically updates wage rates, ensuring compliance and reducing underpayment risks. What’s more, the feature integrates seamlessly with our time-tracking and scheduling software, making it easy to monitor employee hours, manage overtime, and schedule breaks. This comprehensive approach helps you maintain accurate records and adhere to all Idaho minimum wage requirements, protecting your business from legal issues and ensuring fair treatment of your employees.
Cat Symonds
Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.  Cat is the founder of The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP/FR/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Intermón, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.  For more information or to contact Cat visit her website (thecontentcat.com) or send her a message through LinkedIn.

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