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HOURLY WAGE INDEX

Let’s talk wages in Maine

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$14.15

What is the minimum wage in Maine?

The minimum wage in Maine is $14.15 per hour as of January 1, 2023. This is higher than the federal minimum wage of $7.25 per hour. The minimum wage in Maine for tipped employees is $6.90 per hour. However, if the employee's tips combined with the hourly wage do not equal the minimum wage, the employer must make up the difference.

Maine's minimum wage applies to all workers, regardless of age, race, or sex. However, there are some exceptions, such as workers with disabilities and full-time students working in certain jobs.

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$28.85

What is the average wage in Maine?

The average wage in Maine is $28.85 per hour. The median wage in Maine is 22.51 per hour. The top 10 percent of earners in Maine make an average of $28.04 per hour, while the bottom 10 percent earn an average of $15.87 per hour.
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$32.90

What is the living wage in Maine?

The living wage in Maine is 22.10 per hour. This is the wage that a single person needs to earn to support themselves, assuming they are working full-time and are not relying on public assistance.

Wages aren’t everything!

While pay is one of the main factors that hourly employees consider when choosing to join (or stay at) a company, it’s not the end all be all. Research shows that advancement opportunities, supportive management, and schedule flexibility are all incredibly important as well.

Want to learn more about this trend? We dive deep into the data behind which perks and benefits matter most to hourly workers. Check out our full conversation with expert Sara Wasserteil of Cara Collective.

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A guide to hourly labor laws in Maine

Verified by Legal Counsel Brooke Davis

  • 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: No state/federal paid leave law. The FMLA provides up to 12 unpaid weeks in one year for eligible employees (FMLA).
  • 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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