HOURLY WAGE INDEX
Let’s talk wages in Maine
What is the minimum wage in Maine?
The minimum wage in Maine is $15.10 per hour as of January 1, 2026, which is higher than the federal minimum wage of $7.25 per hour. Tipped employees must be paid at least $7.55 per hour, but employers must ensure wages and tips combined equal at least the minimum wage.
What is the average wage in Maine?
According to the U.S. Bureau of Labor Statistics, the average hourly wage in Maine is $28.92. Wages vary by occupation, industry, and location.
What is the living wage in Maine?
The estimated living wage in Maine is $24.74 per hour. A living wage represents the estimated hourly rate needed to cover basic living expenses, including housing, food, transportation, healthcare, and other essential costs.
A guide to hourly labor laws in Maine
● Standard Minimum Wage: $15.10 (Me. Stat. tit. 26, § 664) (Maine DoL).
● Tipped Minimum Wage: $7.55, or (half of the minimum wage). Total earnings must equal/exceed the minimum wage after tips (Me. Stat. tit. 26, § 664) (Maine DoL).
● Overtime: Employees must be paid 1.5 times the regular rate for all hours worked beyond 40 in a workweek (Me. Stat. tit. 26, § 664) (29 US Code § 207).
● 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 six or more consecutive hours must receive a 30-minute unpaid meal break (Me. Stat. tit. 26, § 601).
● Rest Breaks: No state or federal law requires rest breaks. Breaks lasting 5–20 minutes must be paid (29 C.F.R. § 785.18).
● Wage Deductions: Deductions are limited to those required by law, such as taxes. Third-party deductions benefitting the employer may not reduce wages below the applicable minimum (29 C.F.R. § 4.168) (Me. Stat. tit. 26, § 629).
● Final Paychecks: Paid by the earlier of the next payday or 14 days (Me. Stat. tit. 26, § 626).
● Wage Payment Frequency: At least every 16 days and on regularly designated paydays (Me. Stat. tit. 26, § 621-A).
● Paid Sick Leave: Employers with at least 10 employees must provide paid sick leave that accrues at one hour per every 40 hours worked, up to 40 hours per year (Me. Stat. tit. 26, § 637).
● Paid Family and Medical Leave: Maine's Paid Family and Medical Leave program begins paying benefits on May 1, 2026 (payroll contributions started January 1, 2025).
● Maximum Daily and Weekly Hours for Children Under 16:
● School sessions: Up to three hours per day and 18 hours per week.
● Non-school sessions: Up to eight hours per day and 40 hours per week.
● Hours: Not during required school hours. Only between 7 a.m. and 7 p.m., extending to 9 p.m. during summer vacation. Some exceptions may apply (Me. Stat. tit. 26, § 774).
● Maximum Daily and Weekly Hours for Children 16 and 17:
● School sessions: Up to six hours per school day, eight hours on the week's last school day, and 24 hours per school week.
● Non-school sessions: Up to 10 hours per day and 50 hours per week.
● Hours: Up to six consecutive days per week. No work before 7 a.m. on school days and 5 a.m. on non-school days. No work after 10:15 p.m. on days preceding school days or 12 a.m. before non-school days (Me. Stat. tit. 26, § 774).
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
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