HOURLY WAGE INDEX
Let’s talk wages in North Dakota
What is the minimum wage in North Dakota?
The minimum wage in North Dakota is $7.25 per hour, the same as the federal minimum wage. Tipped employees must be paid at least $4.86 per hour (33% of the minimum wage), but employers must ensure wages and tips combined equal at least the minimum wage.
What is the average wage in North Dakota?
According to the U.S. Bureau of Labor Statistics, the average hourly wage in North Dakota is $30.18. Wages vary by occupation, industry, and location.
What is the living wage in North Dakota?
The estimated living wage in North Dakota is $20.61 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 North Dakota
● Standard Minimum Wage: $7.25 (N.D. Cent. Code § 34-06-22).
● Tipped Minimum Wage: $4.86, or 33% of the minimum wage, totaling at least minimum wage after tips (DoL) (N.D. Cent. Code § 34-06-22).
● Overtime: Hours exceeding 40 in a fixed week are overtime, paid at 1.5 times the regular rate (29 US Code § 207) (DoL). (N.D. Cent. Code § 34-06-04.1).
● Meal Breaks: When 2+ workers are on shift, employees working 5+ hours must receive at least a 30-minute meal break (N.D. Admin. Code § 46-02-07-02(5)). Federal law allows unpaid, non-working, bonafide meal breaks over 30 minutes; exceptions may apply (29 C.F.R. § 785.19) (DoL).
● 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.D. Cent. Code § 34-14-04.1) (29 C.F.R. § 4.168) (29 US Code § 203).
● Final Paychecks: By the next regularly scheduled payday (N.D. Cent. Code § 34-14-03).
● Wage Payment Frequency: Paid regularly, at least once per month (N.D. Cent. Code § 34-14-02).
● 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. Up to 12 unpaid weeks in one year for eligible employees (FMLA).
● Maximum Daily and Weekly Hours for Children Under 16: No working under age 14. Workers aged 14 and 15 must file an Employment and Age Certificate.
● School session: No working during school hours; up to three hours per day and 18 hours per week.
● Non-school session: Up to eight hours per day and 40 hours per week.
● Working hours: Only between 7 a.m. and 7 p.m., extended until 9 p.m. June 1 through Labor Day (ND.gov) (N.D. Cent. Code § 34-07-01 et seq.) (29 C.F.R. § 570.35).
● Maximum Daily and Weekly Hours for Children 16 and 17: No state/federal law restricting work hours beyond required school hours for non-hazardous occupations. (ND.gov) (N.D. Cent. Code § 34-07-01 et seq.) (DoL) (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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