Compliance

Important 2023 wage and minimum pay increases

In 2023, nearly half of the country will see increased minimum wage requirements. Employers in several states must be aware that the minimum wage is rising across the country. Our HR Resource Center will help you through the changes that may affect your company:

Make sure you have updated your employees in isolved with the applicable minimum rates and salaries for 2023. Use the How do I find employees who are being paid below minimum wage? guide in the Insperity Help Center to identify employees who are paid below minimum wage, specifically when a location’s minimum wage is changed.

Key points to remember

  • Minimum wage rates are based on your employees’ work location, not employer location.  
  • Although minimum wage rates are based on an employee’s work location, they can sometimes vary by jurisdiction, employer size and/or industry. As such, your employees’ work locations have been configured based on your company’s specific business requirements. 
  • To see accurate minimum wages listed on the Employee Salary/Hourly Rate List dashboard in isolved People Cloud, confirm your employees are assigned to the correct default work location on their General screen in Employee Maintenance.
  • If you need to update the applicable minimum wage or your work locations, contact your Insperity payroll specialist.
  • Where federal, state and local minimum wage apply, the Fair Labor Standards Act (FLSA) requires an employer to pay at the highest applicable hourly rate (e.g., if the employee works in San Jose, California, the employee should be paid at $17/hour on Jan. 1, rather than at the state wage of $15.50 or the federal wage of $7.25).

Insperity is here to help

If you have any questions or concerns about how this minimum wage change will impact your business, please contact your Insperity payroll specialist.

As stated in the Client Service Agreement (CSA), compliance with the FLSA and any similar state law is the client’s responsibility. By providing the information and suggestions contained in this communication, Insperity is not assuming any liability or responsibility for FLSA compliance and is not intending to amend or alter in any way the terms of the CSA.