What the New York Minimum Wage Was in 2018
In 2018, the New York state minimum wage was higher than the federal minimum and varied by geographic region and employer size. Key takeaways include a scheduled statewide floor, higher rates in New York City and for large employers in Nassau, Suffolk, and Westchester counties, and distinct rules for tipped workers and fast-food employees. This article explains the rates in effect, the worker classifications that applied, and how 2018 fit into the broader, phased increases enacted by the New York State Wage Board and New York City Local Law 15. No paid family leave or federal overtime changes are covered here.
2018 Minimum Wage Rates Across New York Regions
New York maintained a tiered system in 2018, so the amount depended on where you worked and the size of your employer. The following table summarizes the most common effective hourly rates for non-tipped, non-fast-food employees as of January 1, 2018, with notes on scheduled increases later that year.
| Region / Employer | Rate (USD per hour) in Effect for 2018 | Notes and Timing |
|---|---|---|
| Statewide Minimum (small employers) | $10.50 | Applies to employers with fewer than 11 employees; increases were scheduled through 2020 under the Wage Board orders. |
| NYC Small Employers ( ≤ 10 employees) | $11.00 | NYC minimum wage by size; increases scheduled through 2019 under Local Law 15. |
| NYC Large Employers ( > 10 employees) | $13.50 | NYC large employer rate in 2018, with further increases planned for late 2018 and 2019. |
| Nassau, Suffolk, Westchester (large) | $11.00 | County large-employer rate in 2018, phased to rise in subsequent years. |
| Fast-Food Workers (statewide) | $13.50 (NYC) / $12.50 (rest of NY) | Separate fast-food wage orders set higher baseline rates; adjustments after July 2018. |
| Tip Credit and Tipped Employees | Cash wage + Tips to meet full minimum | Employers may use tips to offset part of the minimum; the cash wage before tips depends on region and employer size. |
Key Details for Common Categories in 2018
- Small employers: Those with fewer than 11 employees in most of the state, and fewer than 11 employees in NYC (NYC small employer rate was $11.00 per hour in 2018).
- Large employers: In NYC, more than 10 employees; in Nassau, Suffolk, Westchester, large-employer county rates applied with scheduled increases.
- Tipped workers: Must earn at least the minimum wage after tips are factored; if not, employers must make up the difference.
- Fast-Food Workers: Subject to sectoral bargaining agreements with higher floors than the general state rate.
How 2018 Compared to Prior and Following Years
The 2018 minimum wage in New York was part of a multiyear plan that began with earlier Wage Board recommendations and continued with increases through 2020 and beyond in many regions. 2018 represented an implementation year with at least one mid-year adjustment in some sectors and ongoing indexing considerations in New York City. The increases were designed to move toward $15 statewide and higher local targets, with different schedules for small and large employers. Understanding 2018 rates is useful for contextualizing wage trends and historical compliance obligations.
Who Was Covered and Who Was Exempt in 2018
Coverage under New York minimum wage law generally included non-exempt employees working in New York, but specific occupations and small agricultural operations could be exempt. Common exemptions in 2018 included certain farmworkers, some domestic workers in private homes, and specific real estate sales or religious organization employees. Independent contractors were not covered as employees. For tipped workers, the rules required that tips, combined with cash wages, meet the applicable minimum for their region and employer size.
Key Compliance Takeaways for Employers and Employees in 2018
Employers had to pay at least the hourly rate matching their location and company size, including correctly applying tip credits where allowed, and ensuring tipped workers reached the full minimum wage after tips. Changes during 2018, such as mid-year adjustments, required updated payroll practices. Employees should check which geographic and size thresholds applied to their workplace and review pay stubs to confirm they met the legal hourly floor. Misclassification of employees and tipped credits remained common sources of disputes in 2000s-era enforcement.
Common Questions About New York Minimum Wage in 2018
- Did the minimum wage increase in the middle of 2018? Yes, certain sectors such as fast-food and some county-specific adjustments saw increases after July 2018.
- What was the minimum wage for a 16-year-old in New York in 2018? Youth worker training certificates allowed a lower training wage for workers under 20 in some cases, but most 16-year-olds were paid at least the regional minimum for their employer size.
- Is the 2018 New York minimum wage still relevant for current claims? It may be relevant for back-wage claims, historical compliance reviews, or contract escalators tied to past rates.
- Were small businesses in New York City treated differently in 2018? Yes, small employers in NYC (10 or fewer employees) had a lower rate than large employers, with phased increases scheduled through 2019 and beyond.
How These Rates Connected to Broader New York Wage Policy
The 2018 minimum wage levels reflected ongoing negotiations among labor groups, industry stakeholders, and state and local policymakers. In New York City, Local Law 15 set a clear path to higher wages, while the statewide Wage Board process aligned with national movements to raise the floor. The 2018 implementation illustrates how regional cost-of-living differences and employer size create multiple wage floors within the same state, a pattern that continued in later years.
Bottom Line on New York Minimum Wage in 2018
The minimum wage in New York in 2018 was not a single number; it depended on where you worked and the size of your employer. In practice, this meant $10.50 statewide for small employers, $11.00 in smaller NYC businesses, $13.50 in larger NYC companies, $12.50 to $13.50 for fast-food workers by region, and higher or equal amounts in Nassau, Suffolk, and Westchester for large employers. Tips could be used to offset wages when allowed, but the total pay including tips had to meet the applicable minimum. Understanding these distinctions helps clarify compliance obligations and historical wage trends in New York state.