Missouri Minimum Wage: Current Rate & Scheduled Increases

The Fair Labor Standards Act (FLSA), 29 U.S.C. § 206, establishes the federal minimum wage at $7.25 per hour, effective since 2009. The FLSA applies to employers engaged in interstate commerce with at least one employee, covering most private employers and many public employers. The law prohibits employers from paying covered employees below the minimum wage for any hours worked, including overtime hours which must be compensated at one and one-half times the regular rate. For tipped employees, the federal minimum wage is $2.13 per hour provided that tips bring total hourly compensation to at least $7.25; if tips do not reach this threshold, employers must make up the difference.

The FLSA does not require annual adjustments to the minimum wage; Congress must pass legislation to increase it. Violations are enforced by the U.S. Department of Labor (DOL) Wage and Hour Division through investigations and civil actions. Private employees may also sue under the FLSA for unpaid wages, liquidated damages equal to the amount of unpaid wages, and attorney's fees. Willful violations carry enhanced penalties, and there is no statute of limitations cap for FLSA claims brought by the government.

Missouri's minimum wage law, codified in Missouri Revised Statutes section 290.502, establishes a state minimum wage significantly higher than the federal floor and includes an automatic inflation adjustment mechanism. As of January 1, 2024, the Missouri minimum wage is $11.15 per hour. Missouri adjusts its minimum wage annually on January 1st by calculating the increase in the Consumer Price Index (CPI-U) for the prior calendar year and rounding to the nearest five cents; this automatic adjustment began in 2021 after voter approval of Amendment 2 in 2018.

Missouri's minimum wage law applies to all employers with one or more employees in the state. Unlike the federal FLSA, which contains narrow exemptions for certain occupations, Missouri's law covers most employees including minors working in non-hazardous jobs. The state law does not carve out specific industries or create broad exemptions for small employers. This means virtually all for-profit and non-profit employers operating in Missouri must comply with the $11.15 minimum wage.

For tipped employees, Missouri law (Mo. Rev. Stat. § 290.505) requires a cash minimum wage of $7.15 per hour before tips, which is higher than the federal tipped minimum of $2.13. Employers may credit tips toward the minimum wage obligation but must ensure total compensation reaches at least $7.15 per hour. If an employee's tips do not bring compensation to the state minimum, the employer must make up the full difference in cash wages.

Missouri law provides stronger protections than federal law in several respects. The automatic inflation adjustment means the minimum wage rises predictably without legislative action, unlike the federal rate. Missouri's tipped minimum wage of $7.15 is substantially higher than the federal $2.13, providing greater base pay protection for service workers. Remedies under state law include wage recovery, civil penalties up to $500 per violation, and potential attorney's fees in some cases. The Missouri Department of Labor and Industrial Relations enforces the state minimum wage law.

Missouri's minimum wage law contains limited exceptions. Certain employees may be paid below minimum wage under specific circumstances. Students enrolled in vocational or technical programs who work as part of their curriculum may be paid 85% of the minimum wage (currently $9.48 per hour) for a maximum of 20 hours per week during school weeks; this is allowed only in specific educational contexts and requires documentation. Work-study students at accredited educational institutions may also qualify for reduced minimum wage under federal and state coordination rules.

The law does not apply to employees on a salary basis in certain high-level positions, though this exception is narrowly construed. Family members working in a family-owned business may be subject to different rules in narrow circumstances, but Missouri courts have generally required compliance with minimum wage even for family members. Independent contractors are not covered by the minimum wage law because they are not employees; however, misclassification as independent contractors when the worker is actually an employee violates state law.

Employers operating across state lines where an employee works in multiple states must pay the highest applicable minimum wage. Agricultural workers and domestic workers are covered under Missouri law, unlike some other states. There is no exception for seasonal or temporary workers. Mandatory tip pooling or forced tip sharing that reduces hourly pay below the minimum wage is prohibited. Employers cannot deduct uniform costs, equipment, or other business expenses from wages to bring pay down below minimum wage—such deductions are illegal. Commission-based employees must still earn at least the state minimum wage when averaged over a pay period. Learners or apprentices have no special exception under Missouri law and must receive full minimum wage.

Step 1 — Document Everything: Keep detailed records of all hours worked, wages paid, and pay stubs for at least three years. Create a timeline showing dates when you were not paid the minimum wage, the number of hours affected, and the shortfall amount (actual pay minus $11.15/hour). Save all pay stubs, employment contracts, and written communications about pay. Photograph or screenshot your time clock records if electronic. Write down specific dates and amounts of any deductions claimed by the employer. This documentation is crucial because you bear the burden of proving underpayment, though employers must maintain wage records by law.

Step 2 — Exhaust Internal Remedies and Communicate in Writing: Contact your manager or HR department in writing (email preferred to create a record) requesting correction of underpayment and citing Missouri minimum wage requirements. Provide specific dates and amounts. Give the employer a reasonable opportunity (typically 10-15 business days) to respond and correct the violation. Document the employer's response or lack thereof. If the employer refuses to pay or claims an exemption that does not apply, request a written explanation. This step demonstrates good faith effort and may resolve the issue without litigation. Keep copies of all communications.

Step 3 — File with the Missouri Department of Labor and Industrial Relations: Contact the Wage and Hour Division of the Missouri Department of Labor and Industrial Relations (DOLIR). File a wage claim online at labor.mo.gov or by calling 573-751-2590. Provide your name, contact information, employer name and address, dates of employment, detailed description of the wage violation, hours worked, and amounts paid. Include your documentation (pay stubs, time records, communications). The filing deadline is typically 3 years from the date of violation, though you should file as soon as possible. The investigation is free and you do not need an attorney to file.

Step 4 — Understanding the Investigation Process: After filing, DOLIR will contact the employer and request their records and response within a specified timeframe (usually 14-30 days). The agency investigates by reviewing both parties' documentation and may conduct interviews. This process typically takes 30-90 days depending on complexity and case volume. You may be asked to provide additional evidence or clarify your account. DOLIR will issue findings determining whether a violation occurred. If they find in your favor, DOLIR issues a wage order requiring the employer to pay back wages, and may assess civil penalties. The employer has a right to contest findings, which may extend the timeline.

Step 5 — When to Consult an Attorney and What Type: Consider hiring an employment attorney if the violation is substantial (typically $1,000 or more in back wages), if the employer retaliates against you after filing, or if DOLIR's investigation stalls. Contact a Missouri employment law attorney or a legal aid organization (Legal Services of Eastern Missouri, Kansas City Legal Aid, or Legal Clinic in your region) if cost is a concern—many work on contingency in wage cases. An employment attorney can file in civil court if DOLIR's process is insufficient, pursue liquidated damages (doubling the back wages), recover attorney's fees, and protect you against retaliation. Do not delay—the statute of limitations is three years.