HOURLY WAGE INDEX

Let’s talk wages in Delaware

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$15.00

What is the minimum wage in Delaware?

As of January 1, 2024, the minimum wage in Delaware is $15.00 per hour. 

The minimum wage in Delaware refers to the legally mandated minimum hourly wage that employers must pay their employees within the state. It's important to note that the minimum wage in Delaware can change over time as it is periodically adjusted to reflect economic conditions and the cost of living. To obtain the most up-to-date information on the current minimum wage in Delaware, it is advisable to consult the Delaware Department of Labor or other authoritative sources. Employers in Delaware are required to comply with the minimum wage laws to ensure fair compensation for their workers and avoid any legal consequences.

 

 

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$26.26

What is the average wage in Delaware?

The average wage in Delaware is $26.26 per hour. This is lower than the national average wage of $21.89. The highest-paid workers in Delaware are in the fields of management, business, science, and arts. The lowest-paid workers are in food service, personal care, and retail.

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$23.43

What is the living wage in Delaware?

The living wage in Delaware is $11.50 per hour, or $23,776 per year. This is higher than the state minimum wage of $8.75 per hour, but lower than the average wage of $17.81 per hour. The living wage is the hourly wage that a family needs to earn to cover basic expenses, such as housing, food, transportation, and child care.

A guide to hourly labor laws in Delaware

  • Standard Minimum Wage: $13.25 (Del. Code tit. 19 § 902).
  • Tipped Minimum Wage: $2.23, totaling at least minimum wage after tips (Del. Code tit. 19 § 902).
  • Overtime: No state law. Hours exceeding 40 in a fixed week are overtime, according to federal law (29 US Code § 207) (DoL). 
  • Meal Breaks: Federal law allows unpaid, non-working, bona-fide meal breaks over 30 minutes; exceptions may apply (29 C.F.R. § 785.19) (DoL). Employees who work 7.5 consecutive hours must receive an unpaid meal break of at least 30 consecutive minutes. If the employee works more than 7.5 hours, the meal break must not be given in the first or last two hours (Del. Code tit. 19 § 707).
  • Rest Breaks: No state or federal law requiring rest breaks. However, breaks lasting 5–20 minutes must be paid (29 C.F.R. § 785.18).
  • Wage Deductions: Employers may only deduct wages when required by law or authorized in writing by the employee. Deductions for losses or shortages are generally not allowed. Third-party deductions benefitting the employer may not reduce wages below the applicable minimum (29 C.F.R. § 4.168) (29 US Code § 203) (Del. Code tit. 19 § 1107).
  • Final Paychecks: Regardless of whether the employee is leaving due to termination or resignation, the employee must receive their final paycheck by the later of three days or the next regularly scheduled payday (Del. Code tit. 19 § 1103).
  • Wage Payment Frequency: At least once per month (Del. Code tit. 19 § 1102).
  • Paid Sick Leave: No state/federal law. Policies are determined by the employer or through collective bargaining agreements (DoL).
  • Paid Family and Medical Leave: No paid leave laws. For eligible employees, the federal FMLA provides up to 12 unpaid weeks in a one-year period for a qualifying medical condition (FMLA).
  • Maximum Daily and Weekly Hours for Children Under 16:
    • School days: Up to four hours per day and 18 hours per week.
    • Non-school days: Up to eight hours per day and 40 hours per week.
    • Hours: Minors are restricted from working between 7 p.m. and 7 a.m. except between June 1 and Labor Day, when hours are extended until 9 p.m. (Del. Code tit. 19 § 506).
  • Maximum Daily and Weekly Hours for Children 16 and 17:
    • Non-school session: No more than eight hours per day and 48 hours per week.
    • School session: Up to four hours per day on school days and eight hours on non-school days (Del. Code tit. 19 § 507).

 

Frequently asked questions

What is the difference between gross wages and net wages?

It's important to remember that the Hourly Wage Index data above reflects gross wages, or the amount of money an employee earns before accounting for payroll deductions like taxes, benefits, or wage garnishments. Due to variability in tax rates across locations, slightly lower gross wages in a certain location might result in higher take home pay, or vice versa.

What is a good hourly wage?

This question is a difficult one to answer, as a "good hourly wage" is highly subjective according to experience, work responsibilities, cost of living, and other factors. We recommend using Hourly Wage Index data as a starting point. Once you have established a baseline for certain positions, do further research into similar businesses in your area. Lastly, consider surveying your employees. They're the best resource to help you know what is a good hourly wage, what competitive pay looks like in your location, and how competitive wages change in your industry over time.

Offering competitive pay is one of my top priorities—what other resources do you have that might help?

We know that getting applicants to pay attention to your business can be extremely challenging, and that offering competitive pay is a huge part of that. Wages aren’t everything, however! Applicant experience is another important factor that can help set you apart from your competition. A few examples include:


  • Short, easy to understand job descriptions
  • Mobile-friendliness
  • Quick communication
  • Streamlined interview stages
Resources

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Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

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Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

Your preference has been saved. We will not sell or share your personal information.