HOURLY WAGE INDEX

Let’s talk wages in Rhode Island

$14.00

What is the minimum wage in Rhode Island?

The minimum wage in Rhode Island is $14.00 per hour. This minimum wage rate is subject to annual adjustments based on changes in the cost of living. It's important to note that Rhode Island has enacted legislation to gradually increase the minimum wage. Under this legislation, the Rhode Island minimum wage is set to rise incrementally in subsequent years.

$32.02

What is the average wage in Rhode Island?

According to the Bureau of Labor Statistics (BLS), the average hourly wage in Rhode Island is $32.02 for all occupations. This is higher than the national average of $22.33 per hour. However, wages can vary greatly depending on the specific occupation. For example, the average hourly wage for management occupations in Rhode Island was $58.12, while the average hourly wage for food preparation and serving occupations was $11.96.

$33.83

What is the living wage in Rhode Island?

A guide to hourly labor laws in Rhode Island

Standard Minimum Wage: $14 (RI DLT) (R.I. Gen. Laws § 28-12-3).
Tipped Minimum Wage: $3.89, so long as the total with tips equals the minimum wage (R.I. Gen. Laws § 28-12-5).
Overtime: Hours exceeding 40 in a fixed week are overtime, paid at 1.5 times the regular rate (R.I. Gen. Laws § 28-12-4.1).
Meal Breaks: A 20-minute mealtime within a 6-hour shift. A 30-minute mealtime within an 8-hour shift (R.I. Gen. Laws § 28-3-14). Federal law allows unpaid, non-working, bonafide meal breaks over 30 minutes; exceptions may apply (29 C.F.R. § 785.19) (DoL). Breaks lasting 5–20 minutes must be paid (29 C.F.R. § 785.18).
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 (R.I. Gen. Laws § 28-14-3 et seq.) (29 C.F.R. § 4.168) (29 US Code § 203).

Final Paychecks: By the next regular payday (R.I. Gen. Laws § 28-14-4).
Wage Payment Frequency: Weekly, except where less frequent payments are agreed upon (R.I. Gen. Laws § 28-14-2.2).
Paid Sick Leave:
- 18+ employees: At least 40 hours of paid sick leave. Accrued at one hour for every 35 hours worked.
- Fewer employees: At least 40 hours of unpaid sick leave (RI.gov) (R.I. Gen. Laws § 28-57-4).
Paid Family and Medical Leave: Rhode Island's Temporary Caregiver Insurance program provides up to six weeks of paid leave for eligible employees. This is in addition to the federal FMLA, which provides up to 12 weeks of unpaid leave (R.I. Gen. Laws § 28-41-35) (FMLA).
Maximum Daily and Weekly Hours for Children Under 16:
- General: Parental consent and work permits required.
- 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. Limited exceptions (RI DLT) (R.I. Gen. Laws § 28-3-11) (29 C.F.R. § 570.35).
Maximum Daily and Weekly Hours for Children 16 and 17: Up to nine hours per day and 48 hours per week. Only between 6 a.m. and 11:30 p.m., extending to 1 a.m. if not preceding a school day. There must be an eight-hour break between daily shifts (RI DLT) (R.I. Gen. Laws § 28-3-11) (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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