West Virginia Minimum Wage Calculator

West Virginia’s ordinary state minimum is $8.75 per hour. Coverage depends on at least six nonexempt employees at a separate, distinct, permanent workplace. A workplace outside that state rule may still owe the federal $7.25 floor. Select confirmed coverage before calculating a dated week.

Time card Calculate pay for a covered hourly job

Confirmed minimum-wage and overtime coverage Work date Weeks at this rate and schedule

Hours worked each day this week

Week total 40 h

Enter zero on days off. Overtime here depends on the weekly total.

Day 1Day 2Day 3Day 4Day 5Day 6Day 7

Tips retained in that week ($) Cash-wage treatment Adult ordinary hourly job with no student, agriculture, training, family, seasonal, motor-carrier or other exclusion. Selected state category requires at least six nonexempt employees at the separate permanent workplace. Ordinary overtime after 40 hours must apply under the selected law. No higher agreed rate, bonuses, mixed rates, service charges, deductions or meal/lodging credits. Tipped mode requires customary eligible tipped work, advance notice, accurate employee tip records, lawful retention/pooling and every entered hour eligible. No bonuses, compulsory service charges, multiple pay rates, or wage deductions. If using the tip credit, eligibility, required advance notice, and lawful tip retention/pooling are confirmed. All hours entered are in that eligible tipped occupation.

Earnings statement Needs your inputs

Weekly gross including tips—

Confirm coverage to calculate.

Hourly floor—
Per workday—
Weekly gross—
Monthly average—
Yearly gross—

Employer cash before shortfall: —
Weekly tips retained: —
Employer shortfall payment: —
Total employer cash: —

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. Division of Labor minimum-wage guidance · Statutory coverage definitions.

Count covered workers at the relevant location

The state threshold is not simply the employer’s total national headcount. Its guidance applies the six-worker test to each separate workplace. For temporary assignments, the agency identifies the place issuing the assignments; work in a home or a client’s residence requires attention to the actual arrangement. Do not decide coverage from a company mailing address alone. Work-location FAQ.

Several occupations are excluded from the state definition, including agriculture and part-time students; other exclusions affect only overtime. Being an adult or receiving an hourly paycheck does not remove those exceptions. This tool requires ordinary coverage and excludes these special cases. §21-5 C-1(e)–(f).

The 80% federal-coverage test concerns state overtime

Since 2015, the statutory 80% federal-coverage exception applies to the state overtime provision. It does not erase the higher state minimum for an otherwise covered workplace. If state overtime does not apply, a federally covered nonexempt worker can still be entitled to federal overtime. Current employer definition.

The ordinary state rule uses 1.5 times the regular rate after 40 hours in one workweek. The calculator’s two $8.75 choices therefore give the same arithmetic, but require different coverage confirmation. A worker with neither overtime protection, or with a special industry arrangement, is outside these options. State overtime statute · Federal overtime rules.

Ordinary full-cash schedule	State floor $8.75	Federal-only floor $7.25
40 hours	$350.00	$290.00
46 hours, including six overtime hours	$428.75	$355.25
40 hours for 52 weeks	$18,200.00	$15,080.00

Use the agency’s published $2.62 tipped cash floor

The state publishes a maximum $6.13 hourly tip credit and $2.62 minimum cash wage. This calculator uses those posted cents instead of independently rounding 30% of $8.75. Written employee tip records and eligible tip sharing are conditions of the credit; missing records cannot be replaced by an assumed tip amount. State tip-credit FAQ · Credit statute.

At 40 hours with $180 retained tips, initial cash is $104.80 and the employer must add $65.20. Final employer cash is $170, making combined gross $350. If the same worker receives $300 tips, no adjustment is needed and total gross is $404.80.

For a 46-hour state-floor week with $300 tips, base cash is $120.52 and the overtime premium is $26.25. Employer cash is $146.77, giving $446.77 combined gross. The credit is subtracted once per hour; it does not reduce the full regular rate used for the overtime premium. Federal tipped overtime method.

When the state threshold is not met

The federal-only option is available only after federal coverage is confirmed. An employer’s small size does not automatically remove individual FLSA coverage. Its eligible tipped cash is $2.13, and the weekly gross floor is $7.25 times straight-time hours plus applicable overtime. Federal enterprise and individual coverage.

Enter retained voluntary tips after a lawful pool. Compulsory service charges, meal or lodging credits, multiple hourly rates and promised higher wages need a separate calculation. Annual and monthly outputs repeat the chosen weekly scenario; they do not estimate taxes, benefits or living costs.

Compare workplace rules: Virginia minimum wage, Ohio minimum wage, Pennsylvania minimum wage, Maryland minimum wage and Kentucky minimum wage, or the District of Columbia minimum wage for work in the capital. Methodology · Sources.

Updated October 5, 2026 First published August 26, 2026

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