New Hampshire Minimum Wage Calculator
The ordinary New Hampshire minimum is $7.25 per hour. Eligible tipped employees have a $3.27 direct cash floor, with the employer paying any required shortfall. This calculator models a covered adult job and ordinary federal overtime after 40 hours.
Time card Calculate pay for a covered hourly job
Weekly gross including tips—
Confirm coverage to calculate.
- Hourly floor—
- Per workday—
- Weekly gross—
- Monthly average—
- Yearly gross—
- Employer cash before shortfall
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- Weekly tips retained
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- Employer shortfall payment
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- Total employer cash
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Overtime uses the full regular rate before subtracting a permitted tip credit. The employer must cover a weekly tip shortfall within the selected scope. This floor scenario does not calculate pay at a higher agreed rate. Per-workday pay divides the week by the days with hours. Annual figures repeat the rounded weekly result.
Reviewed rate period: 2026-01-01 through 2027-12-31. Gross earnings before taxes or deductions. Annual figures repeat this weekly scenario; they do not combine different rate periods.
Reviewed October 2, 2026. RSA 279:21 · U.S. DOL state tipped-wage table.
Why New Hampshire tipped cash is $3.27
The currently applicable introductory paragraph ties the full minimum to federal law and sets a tipped base at no less than 45% of the applicable minimum for listed occupations. The federal state table publishes $3.27 cash and a $3.98 maximum credit. The statute also displays a separate paragraph conditioned on a future federal minimum-wage increase; those alternative effective-date notes should not be read as two simultaneous rules. Current and conditional text.
Credit eligibility requires more than $30 in monthly tips directly from customers and work in the listed establishments. Receiving an occasional tip does not by itself make every job eligible. Federal notice and retention rules must also be satisfied where applicable. Federal tip-credit conditions.
Compare a low-tip week with a strong-tip week
| 40 eligible hours | $100 retained tips | $250 retained tips |
|---|---|---|
| Cash before adjustment | $130.80 | $130.80 |
| Employer shortfall payment | $59.20 | $0 |
| Total employer cash | $190 | $130.80 |
| Combined gross | $290 | $380.80 |
For 45 hours and $300 tips, cash including the overtime premium is $165.28 and combined gross is $465.28. The $3.98 credit remains unchanged on premium hours; the overtime calculation begins with the full $7.25 regular rate.
Separate tipped duties from other work
Lab 803.02(g) generally requires the full minimum for duties that do not regularly generate direct customer tips, while addressing incidental duties assigned to tipped workers. Lab 802.13 includes restaurant meal-delivery employees in its tipped definition. This calculator requires every entered hour to qualify before using the credit; mixed duties, delivery reimbursements or other deductions need their own reconciliation. New Hampshire wage rules.
Two hours of reporting pay can exceed actual hours
RSA 275:43-a generally requires two hours at the regular rate when an employee reports at the employer’s request, with statutory exceptions. Thus, an ordinary full-cash worker at $7.25 sent home after one hour may be owed $14.50 rather than $7.25. Do not enter two actual hours just to force that result: reporting pay and worked hours can have different overtime treatment. The weekly calculator requires at least two actual hours on each reporting day and does not calculate this additional payment. Reporting-pay statute and exceptions.
Overtime coverage and a short annual schedule
The state statute treats federally covered employers separately from its own ordinary overtime provision. The model here requires confirmed FLSA overtime eligibility, so an exemption for a recreational establishment or a particular job cannot be inferred from a weekly total. RSA 279:21, VIII.
At full cash, 50 hours produces $398.75. Thirty hours for 40 weeks produces $8,700; forty hours for 52 weeks produces $15,080. None of these figures includes tax withholding or implies that a worker paid a higher agreed rate can be reduced to the statutory minimum.
Keep the written pay terms with the calculation
Lab 803.03 requires written notice of pay terms at hiring and before changes, and records supporting paid hours. Compare the agreed rate, workweek boundaries, retained tips and any employer adjustment to the pay statement. The tool’s floor scenario cannot replace those records. Pay notices and records rule.
Nearby states use different floors: Maine minimum wage, Massachusetts minimum wage, Vermont minimum wage and Rhode Island minimum wage. Sources · Methodology.
Updated First published