For 2024, many states will see increased minimum-wage requirements. Employers in several states must be aware that the minimum wage is rising nationwide.
You will need to add new salary records for employees who need pay increases due to minimum-wage changes. The system will not automatically increase their rate. To stay in compliance, enter any rate changes before you process the first pay period of the new year.
- View the minimum-wage map in the HR Resource Center for current and upcoming minimum-wage changes in 2024.
- Use the How do I find employees who are being paid below minimum wage? Guide in the Insperity® Help Center to identify employees who will fall below minimum wage with the changes effective Jan. 1, 2024.
- Follow the instructions for adding a new salary record for the employees who are affected. Please do not edit the existing record.
Key points to remember
- Minimum-wage rates are based on your employee’s work location, not the employer’s location.
- Although minimum-wage rates are based on an employee’s work location, they can sometimes vary by jurisdiction, employer size and/or industry. 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.
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.