HOURLY WAGE INDEX
Let’s talk wages in New Hampshire
What is the minimum wage in New Hampshire?
The minimum wage in New Hampshire is $7.25 per hour, the same as the federal minimum wage. Tipped employees must be paid at least $3.27 per hour (45% of the minimum wage), but employers must ensure wages and tips combined equal at least the minimum wage.
What is the average wage in New Hampshire?
According to the U.S. Bureau of Labor Statistics, the average hourly wage in New Hampshire is $31.08. Wages vary by occupation, industry, and location.
What is the living wage in New Hampshire?
The estimated living wage in New Hampshire is $25.77 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 New Hampshire
● Standard Minimum Wage: $7.25 (N.H. Rev. Stat. § 279:21) (29 US Code § 206).
● Tipped Minimum Wage: $3.27, or 45% of minimum wage, totaling at least minimum wage with tips (N.H. Rev. Stat. § 279:21).
● Overtime: Hours exceeding 40 in a fixed week are overtime, paid at 1.5 times the regular rate (N.H. Rev. Stat. § 279:21) (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 working 5+ consecutive hours receive a 30-minute meal break unless the employee can eat while working (N.H. Rev. Stat. § 275:30-a).
● 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: Only those required by law, such as taxes, and those authorized by the employee in writing. Third-party deductions benefitting the employer may not reduce wages below the applicable minimum (N.H. Rev. Stat. § 275:48). (29 C.F.R. § 4.168) (29 US Code § 203).
● Final Paychecks:
● Resignation: By the next regular payday or within 72 hours if proper notice is given.
● Termination: Within 72 hours, with exceptions. (N.H. Rev. Stat. § 275:44).
● Wage Payment Frequency: Biweekly (N.H. Rev. Stat. § 275:43).
● 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. Up to 12 unpaid weeks in one year for eligible employees (FMLA).
● Maximum Daily and Weekly Hours for Children Under 16: A Youth Employment Certificate is required for minors aged 12 to 15. No working during required school hours. Minors may work no more than six consecutive days. Up to three hours on school days and three hours during school weeks. Up to eight hours on non-school days and 48 hours during school vacations. Only between 7 a.m. and 7 p.m., extending until 9 p.m. between July 1 and Labor Day. Some exceptions may apply (NH DoL) (N.H. Rev. Stat. § 276-A:4 et seq.) (29 C.F.R. § 570.35).
● Maximum Daily and Weekly Hours for Children 16 and 17: No working during required school hours. Minors may work no more than six consecutive days, 35 hours per school week, or 48 hours per vacation week (NH DoL) (N.H. Rev. Stat. § 276-A:4 et seq.) (29 C.F.R. § 570.35).
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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