{"id":139428,"date":"2024-08-20T15:10:08","date_gmt":"2024-08-20T13:10:08","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=139428"},"modified":"2024-12-20T17:44:08","modified_gmt":"2024-12-20T15:44:08","slug":"maryland-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/maryland-minimum-wage\/","title":{"rendered":"Maryland Minimum Wage: Guide for Employers"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Like many parts of the nation, Maryland has established its own <\/span><b>framework of state laws<\/b><span style=\"font-weight: 400;\"> to supplement those set at a <\/span><b>federal <\/b><span style=\"font-weight: 400;\">level. Among the most notable is the <\/span><b>Maryland minimum wage<\/b><span style=\"font-weight: 400;\">. This law sets the standard for the <\/span><b>lowest hourly rate<\/b><span style=\"font-weight: 400;\"> that employers can pay so that employees receive <\/span><b>fair compensation<\/b><span style=\"font-weight: 400;\"> and can maintain a <\/span><b>basic standard of living<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, what is the <\/span><b>minimum wage in Maryland<\/b><span style=\"font-weight: 400;\">? Are there any other <\/span><b>wage laws<\/b><span style=\"font-weight: 400;\"> that Old Line State employers need to understand?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s guide, we will explore <\/span><b>everything you need to know about the Maryland minimum wage<\/b><span style=\"font-weight: 400;\">, including its <\/span><b>history, current rates and exemptions<\/b><span style=\"font-weight: 400;\">. We will also share some handy <\/span><b>tips and best practices<\/b><span style=\"font-weight: 400;\"> to help you <\/span><b>navigate these regulations<\/b><span style=\"font-weight: 400;\"> and build a <\/span><b>fair and compliant workplace<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Tiers\">U.S. Minimum Wage Tiers<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#History\">History of the Maryland Minimum Wage<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#What\">What Is the Current Maryland Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exemptions\">Maryland Minimum Wage: Exemptions &amp; Special Cases<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">Additional Maryland Wage Laws<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Best\">Best Practices for Wage Law Compliance<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">Centralize your payroll management processes and get ahead<\/span><\/a>\ud83d\ude80<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-130408 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"783\" height=\"269\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 783px) 100vw, 783px\" \/><\/a><\/p>\n<h2><b><a name=\"Tiers\"><\/a>U.S. Minimum Wage Tiers<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The minimum wage in the United States is a <\/span><b>complex system with multiple tiers<\/b><span style=\"font-weight: 400;\">, each set by a different level of government: <\/span><b>federal, state, and municipal<\/b><span style=\"font-weight: 400;\">. This progressive approach aims to ensure that workers across the country <\/span><b>receive a fair wage in line with local economic conditions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Federal Minimum Wage<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">As the <\/span><b>baseline<\/b><span style=\"font-weight: 400;\">, the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\"> is the <\/span><b>lowest hourly rate that employers are legally allowed to pay their employees<\/b><span style=\"font-weight: 400;\">. It is set by the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">) and was <\/span><b>last raised in 2009 to $7.25 per hour<\/b><span style=\"font-weight: 400;\">. This rate, which ensures that employers comply with a <\/span><b>basic level of compensation regardless of their location or industry<\/b><span style=\"font-weight: 400;\">, is <\/span><b>significantly lower than the <\/b><a href=\"https:\/\/www.bls.gov\/news.release\/empsit.t19.htm\" target=\"_blank\" rel=\"noopener\"><b>median hourly wage<\/b><\/a><span style=\"font-weight: 400;\"> of all workers in the United States ($35.00 per hour).\u00a0<\/span><\/p>\n<h3><b>State Minimum Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Recognizing <\/span><b>regional variations in local economies and the cost of living<\/b><span style=\"font-weight: 400;\">, there are now many <\/span><b>state minimum wage laws<\/b><span style=\"font-weight: 400;\"> that set the threshold <\/span><b>higher than the federal rate<\/b><span style=\"font-weight: 400;\">. These state-level mandates ensure that workers in higher-cost areas receive a <\/span><b>wage that reflects their cost of living<\/b><span style=\"font-weight: 400;\">. For example, the minimum wage is <\/span><b>$13.75\u00a0 per hour<\/b><span style=\"font-weight: 400;\"> in <\/span><a href=\"https:\/\/factorialhr.com\/blog\/missouri-minimum-wage\/\"><b>Missouri<\/b><\/a><span style=\"font-weight: 400;\">, <\/span><b>$14.00 per hour<\/b><span style=\"font-weight: 400;\"> in <\/span><a href=\"https:\/\/factorialhr.com\/blog\/hawaii-minimum-wage\/#Rates\"><b>Hawaii<\/b><\/a><span style=\"font-weight: 400;\">, and <\/span><b>$16.66 per hour <\/b><span style=\"font-weight: 400;\">in <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employment-laws-in-washington-state\/#Wage\"><b>Washington State<\/b><\/a><span style=\"font-weight: 400;\"> (the <\/span><b>highest rate<\/b><span style=\"font-weight: 400;\"> in the country). <\/span><b>Maryland <\/b><span style=\"font-weight: 400;\">also has its own state minimum wage, as we will see in the next section.<\/span><\/p>\n<h3><b>Municipal Minimum Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">To further address <\/span><b>regional economic environments<\/b><span style=\"font-weight: 400;\">, some cities and counties have implemented <\/span><b>local minimum wage mandates <\/b><span style=\"font-weight: 400;\">that are <\/span><b>higher than both federal and state rates<\/b><span style=\"font-weight: 400;\">. This approach ensures that workers in urban centers, where the cost of living is often higher, receive <\/span><b>a wage that reflects their specific environment<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, in addition to regional differences, the minimum wage can also <\/span><b>vary based on industry<\/b><span style=\"font-weight: 400;\">. For example, the <\/span><b>minimum wage for tipped employees in the service industry<\/b><span style=\"font-weight: 400;\"> is typically <\/span><b>lower than the minimum wage for non-tipped employees<\/b><span style=\"font-weight: 400;\">. This is because many states expect tipped employees to receive a significant portion of their income from <\/span><b>tips<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"History\"><\/a>History of the Maryland Minimum Wage<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The history of the Maryland minimum wage reflects a <\/span><b>gradual evolution<\/b><span style=\"font-weight: 400;\"> in response to <\/span><b>economic conditions<\/b><span style=\"font-weight: 400;\"> and the <\/span><b>rising cost of living<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are the highlights:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Early Years (1960s-1980s)<\/b><span style=\"font-weight: 400;\">. Maryland introduced its state-specific minimum wage law in <a href=\"https:\/\/msa.maryland.gov\/megafile\/msa\/speccol\/sc2900\/sc2908\/000001\/000676\/html\/am676--970.html\" target=\"_blank\" rel=\"noopener\">1965<\/a>, setting a wage slightly above the federal level. Throughout the 1970s and 1980s, the state adjusted the minimum wage periodically. However, these increases were modest and largely aligned with federal changes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Renewed Focus (2000s)<\/b><span style=\"font-weight: 400;\">. Maryland began to assert its independence in setting wage standards, raising the minimum wage to $6.15 per hour in <a href=\"https:\/\/cnsmaryland.org\/2005\/02\/10\/lawmakers-work-toward-minimum-wage-increase\/\" target=\"_blank\" rel=\"noopener\">2005<\/a>. This was higher than the federal rate.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Major Legislative Changes (2010s)<\/b><span style=\"font-weight: 400;\">. The &#8220;Fair Wage Act of 2014&#8221; marked a significant shift, scheduling increases to reach $10.10 per hour by 2018. This move was part of a broader trend among states to address income inequality. In 2019, Maryland passed legislation to incrementally raise the minimum wage to $15.00 per hour by 2025.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Recent Developments (2020s)<\/b><span style=\"font-weight: 400;\">. Maryland has continued to implement the scheduled increases since 2020, reaching $15.00 per hour by 2024 (one year earlier than anticipated). The state law includes provisions for future adjustments. These adjustments will be based on inflation and economic conditions.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"What\"><\/a>What Is the Current Maryland Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Under the state\u2019s <\/span><a href=\"https:\/\/www.labor.maryland.gov\/labor\/wages\/wagehrfacts.shtml\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Minimum Wage and Overtime Law<\/span><\/a><span style=\"font-weight: 400;\">, the Maryland minimum wage is currently set at <\/span><b>$15.00 per hour<\/b><span style=\"font-weight: 400;\">. This is almost <\/span><b>twice as high as the federal minimum wage<\/b><span style=\"font-weight: 400;\"> of $7.25 per hour.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This latest increase took effect on <\/span><b>Jan. 1, 2024<\/b><span style=\"font-weight: 400;\">, after the <\/span><a href=\"https:\/\/mgaleg.maryland.gov\/2023RS\/Chapters_noln\/CH_2_sb0555t.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">General Assembly&#8217;s Fair Wage Act of 2023<\/span><\/a><span style=\"font-weight: 400;\"> increased the rate to\u00a0 <\/span><b>$15.00 per hour<\/b><span style=\"font-weight: 400;\">. Maryland achieved this increase <\/span><b>one year earlier than previously scheduled<\/b><span style=\"font-weight: 400;\"> (the original schedule aimed to increase the minimum wage to $15.00 per hour by January 1, 2025).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>most notable change<\/b><span style=\"font-weight: 400;\"> to the Maryland minimum wage in recent years is that, prior to this latest update, the enforceable minimum wage rate in the state <\/span><b>depended on the size of the employer<\/b><span style=\"font-weight: 400;\">. For example, in 2023, employers with <\/span><b>15 or more employees<\/b><span style=\"font-weight: 400;\"> (large employers) had to pay a minimum wage rate of <\/span><b>$13.25 per hour<\/b><span style=\"font-weight: 400;\">. Employers with <\/span><b>14 or fewer employees<\/b><span style=\"font-weight: 400;\">, in turn, could pay their employees a reduced rate of <\/span><b>$12.80 per hour<\/b><span style=\"font-weight: 400;\">. But all this changed in January 2024 when the state <\/span><b>combined both rates<\/b><span style=\"font-weight: 400;\"> and set a <\/span><b>universal rate of $15.00 per hour for all employees, regardless of company size<\/b><span style=\"font-weight: 400;\">. As a result, all employers in the state must now pay their employees at least $15.00 per hour, ensuring a <\/span><b>uniform wage standard across the state<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This change underscores Maryland&#8217;s commitment to <\/span><b>fair compensation<\/b><span style=\"font-weight: 400;\"> and reflects the state&#8217;s efforts to <\/span><b>address living costs more effectively through wage adjustments<\/b><span style=\"font-weight: 400;\">. Maryland now stands out as one of the <\/span><b>leading states in the U.S. for progressive wage policies<\/b><span style=\"font-weight: 400;\">, particularly in the broader context of ongoing discussions about the adequacy of the federal minimum wage.<\/span><\/p>\n<h3><b>Municipal Maryland Minimum Wage Ordinances<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Maryland allows <\/span><b>municipalities <\/b><span style=\"font-weight: 400;\">to set their own local wage rates, provided that these local rates are <\/span><b>higher than the state-mandated minimum wage<\/b><span style=\"font-weight: 400;\">. As a result, certain jurisdictions within the state have taken advantage of this flexibility to establish <\/span><b>higher local minimum wage standards that better reflect the cost of living in their areas<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In fact, there are currently <\/span><b>two Maryland municipalities<\/b><span style=\"font-weight: 400;\"> with higher rates than the universal Maryland minimum wage: <\/span><b>Montgomery County<\/b><span style=\"font-weight: 400;\"> and <\/span><b>Howard County<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s everything you need to know.<\/span><\/p>\n<h4><b>Montgomery County<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Montgomery County has the <\/span><b>most notable and progressive minimum wage ordinance in Maryland<\/b><span style=\"font-weight: 400;\"> and, unlike the state\u2019s schedule for minimum wage increases, the rate in Montgomery County is adjusted annually based on the <\/span><a href=\"https:\/\/www.bls.gov\/cpi\/\" target=\"_blank\" rel=\"noopener\"><b>Consumer Price Index (CPI)<\/b><\/a><span style=\"font-weight: 400;\"> In 2025, Montgomery&#8217;s minimum wages are dependent on the employer size:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Large employers (51 or more employees)<\/b><span style=\"font-weight: 400;\">. The minimum wage increased to $17.15 per hour.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Mid-sized employers (11-50 employees)<\/b><span style=\"font-weight: 400;\">. The minimum wage is now $15.50 per hour.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Small employers (10 or fewer employees)<\/b><span style=\"font-weight: 400;\">. The minimum wage remains at $15.00 per hour.<\/span><\/li>\n<li aria-level=\"1\"><strong>All employers<\/strong> are required to pay their <strong>tipped employees<\/strong> a minimum of $4.00 per hour.<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These rates reflect the county&#8217;s efforts to <\/span><b>keep pace with local inflation and the cost of living<\/b><span style=\"font-weight: 400;\">. Additionally, the county mandates that <\/span><b>tipped employees must earn at least the minimum wage when their tips are combined with their base pay<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h4><b>Howard County<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">More changes will be made to Howard County&#8217;s minimum wage in 2025. <\/span><\/p>\n<ul>\n<li><strong>Government employees:<\/strong> $16 per hour<\/li>\n<li><strong>Employers with 15<\/strong> <strong>or more employees<\/strong>: $16 per hour effective January 1, 2025<\/li>\n<li><strong>Employeres with 14<\/strong> <strong>or fewer employees<\/strong>: $15.50 per hour (effective Jan. 1). An additional increase to $16 per hour (effective July 1)<\/li>\n<\/ul>\n<h2><b><a name=\"Exemptions\"><\/a>Maryland Minimum Wage: Exemptions &amp; Special Cases<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">While the Maryland minimum wage applies to <\/span><b>most workers<\/b><span style=\"font-weight: 400;\">, there are certain <\/span><b>exemptions <\/b><span style=\"font-weight: 400;\">that you need to be aware of.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an <\/span><b>overview <\/b><span style=\"font-weight: 400;\">of these exemptions.<\/span><\/p>\n<h3><b>Employees Under 18<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers in Maryland can pay employees <\/span><b>under the age of 18<\/b><span style=\"font-weight: 400;\"> a minimum wage rate of <\/span><b>85% of the state minimum wage<\/b><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">For example, with the Maryland minimum wage set at $15.00 per hour as of January 2024, employers can now legally pay minors a minimum wage of <\/span><b>$12.75 per hour<\/b><span style=\"font-weight: 400;\">. This lower rate applies <\/span><b>only to employees under 18<\/b><span style=\"font-weight: 400;\"> and is intended to provide <\/span><b>more employment opportunities for young workers<\/b><span style=\"font-weight: 400;\"> while still ensuring they receive <\/span><b>fair compensation<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Tipped Employees<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Maryland defines a tipped employee as someone who <\/span><b>earns more than $30 per month in tips<\/b><span style=\"font-weight: 400;\">. Employers can pay these tipped employees a <\/span><b>lower wage<\/b><span style=\"font-weight: 400;\"> of $3.63 per hour. This is known as a <\/span><b>tip credit system<\/b><span style=\"font-weight: 400;\">. However, the <\/span><b>cash wage plus the tip credit must equal at least the state minimum wage rate<\/b><span style=\"font-weight: 400;\">. In other words, an employer can only pay this reduced tipped minimum wage rate if the employee <\/span><b>earns enough in tips to bring their average hourly wage up to the Maryland minimum wage<\/b><span style=\"font-weight: 400;\">. If tipped employees do not earn enough tips to bring their hourly rate to this threshold, then the <\/span><b>employer must supplement any deficiencies<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, as of 2019, according to the <\/span><a href=\"https:\/\/www.labor.maryland.gov\/labor\/index.shtml\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Maryland Department of Labor, Division of Labor and Industry<\/span><\/a><span style=\"font-weight: 400;\">, restaurants that use tip credits must provide employees with <\/span><b>written or electronic wage statements <\/b><span style=\"font-weight: 400;\">so that tipped employees can see the <\/span><b>effective hourly tip rate<\/b><span style=\"font-weight: 400;\">. That should include <\/span><b>employer-paid cash wages plus all reported tips<\/b><span style=\"font-weight: 400;\">, for all tip credit hours worked for each workweek in the pay period.\u00a0<\/span><\/p>\n<h3><b>Additional Exemptions and Special Cases<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, there are a few other scenarios where an employee might be <\/span><b>exempt from the Maryland minimum wage law<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, according to the Maryland Dept. of Labor, <\/span><b>minimum wage exemptions<\/b><span style=\"font-weight: 400;\"> apply to the following workers:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Immediate family members of employers<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Certain agricultural employees<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Executive, administrative and professional employees<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Volunteers for educational, charitable, religious and nonprofit organizations<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees under 16 working fewer than 20 hours per week<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Outside salespeople<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees paid on commission<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees enrolled as trainees as part of a public school special education program<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Non-administrative employees of organized camps<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition, employers in <\/span><b>certain industries are exempt from the Maryland minimum wage law<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">They are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establishments that sell food and drink for consumption on the premises grossing less than $400,000 annually.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Drive-in theaters.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establishments engaged in the first canning, packing or freezing of fruits, vegetables, poultry or seafood.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Laws\"><\/a>Additional Maryland Wage Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the Maryland minimum wage, the state has a number of <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\"> that employers need to understand as these can have an<\/span><b> impact<\/b><span style=\"font-weight: 400;\"> on an <\/span><b>employee\u2019s wages<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore these <\/span><b>additional Maryland wage laws<\/b><span style=\"font-weight: 400;\"> in a bit more detail so you can make sure your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> meets all requirements.<\/span><\/p>\n<h3><b>Overtime<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employees who are paid by the hour should generally be paid \u201c<\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><span style=\"font-weight: 400;\">time and a half<\/span><\/a><span style=\"font-weight: 400;\">\u201d for <strong>each hour they work over 40 hours per week<\/strong>. This is known as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><b>overtime pay<\/b><\/a><span style=\"font-weight: 400;\">. For example, if you pay an employee $15\/hour, you must offer <strong>$22.50\/hour for every hour of overtime<\/strong>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, there are a few <\/span><b>exceptions to these Maryland overtime provisions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, under Maryland law, an employee is usually <\/span><b>not entitled to overtime pay<\/b><span style=\"font-weight: 400;\"> if they:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are exempt from state minimum wage laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work at certain amusement parks or swimming pools.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work for a not-for-profit concert promoter, legitimate theater, music festival, music pavilion, or theatrical show.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are a driver for an employer engaged in the business of operating taxicabs.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have been hired by a rail or motor carrier regulated by the federal government.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are a mechanic, parts-person, or salesperson primarily selling automobiles, trucks or farm equipment.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition, some <\/span><b>agricultural workers<\/b><span style=\"font-weight: 400;\"> get overtime pay <\/span><b>only after working 60 hours in a week<\/b><span style=\"font-weight: 400;\">. Certain employees (for example, those working in bowling establishments or who are engaged primarily in the care of individuals and who are aged, sick, or disabled and reside in places other than hospitals) receive overtime pay <\/span><b>only after working 48 hours in a week<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Wage Payments<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers in Maryland must comply with the following <\/span><b>wage payment requirements<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Frequency of payment<\/b><span style=\"font-weight: 400;\">. Maryland law requires employers to pay employees at least once every two weeks or twice per month (for example, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-biweekly-pay\/\"><span style=\"font-weight: 400;\">biweekly pay<\/span><\/a><span style=\"font-weight: 400;\">) unless the employer and employee agree to a different frequency.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Final paychecks<\/b><span style=\"font-weight: 400;\">. Upon termination, employers must provide the final paycheck by the next scheduled payday or within two weeks (whichever is sooner).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Wage disputes<\/b><span style=\"font-weight: 400;\">. Employees can file a complaint with the Maryland Department of Labor if they believe they have been unfairly denied wages. The state allows for claims to be made up to three years from the date the wages were due.<\/span><\/li>\n<\/ul>\n<h3><b>Equal Pay for Equal Work<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Maryland law prohibits <\/span><b>wage discrimination based on sex or gender identity<\/b><span style=\"font-weight: 400;\">. Employers must <\/span><b>pay employees equally for comparable work <\/b>regardless of gender<span style=\"font-weight: 400;\">, with exceptions only for factors such as <\/span><b>seniority, merit, or productivity<\/b><span style=\"font-weight: 400;\">. This aligns with the provisions of the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Wage Deductions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers in Maryland <\/span><b>cannot deduct wages from an employee&#8217;s paycheck without their written consent<\/b><span style=\"font-weight: 400;\"> unless required by law (e.g., taxes, Social Security) or to recover overpayments or cash shortages.<\/span><\/p>\n<h3><b>Pay Stubs<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers must provide employees with a <\/span><b>statement of earnings and deductions<\/b><span style=\"font-weight: 400;\"> for each <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-period\/\"><span style=\"font-weight: 400;\">pay period<\/span><\/a><span style=\"font-weight: 400;\">. This can be provided <\/span><b>electronically or in paper form<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Posting Requirements<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, employers in Maryland must <\/span><b>display certain information about labor laws<\/b><span style=\"font-weight: 400;\"> in their place of business.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes displaying the following <\/span><b>posters and notices<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Minimum wage (you can download the minimum wage poster <\/span><a href=\"https:\/\/www.labor.maryland.gov\/labor\/wages\/minimumwagelaw.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">here<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Child labor<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Equal pay for equal work<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Fair employment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Health insurance coverage<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Occupational safety and health law (MOSH)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pregnant &amp; working<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Earned sick and safe leave<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unemployment insurance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Workers&#8217; compensation<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Best\"><\/a>Best Practices for Wage Law Compliance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much everything you need to know about the Maryland minimum wage and the Old Line state&#8217;s additional wage laws. All that remains is to <\/span><b>ensure that your business meets the legal requirements of these regulations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, how can you make sure you don\u2019t inadvertently sidestep the law in Maryland?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Simple. Just implement the following <\/span><b>essential tips and best practices<\/b><span style=\"font-weight: 400;\"> to protect your business from potential <\/span><b>non-compliance fines and penalties<\/b><span style=\"font-weight: 400;\"> and build a <\/span><b>positive and compliant work environment<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Stay Informed and Up to Date<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Firstly, keep up to date with <\/span><b>federal and state minimum wage laws<\/b><span style=\"font-weight: 400;\">, as these can change. The <\/span><a href=\"https:\/\/labor.maryland.gov\/\" target=\"_blank\" rel=\"noopener\"><b>Maryland Department of Labor (MDOL)<\/b><\/a> <span style=\"font-weight: 400;\">and the <\/span><a href=\"https:\/\/www.dol.gov\/\" target=\"_blank\" rel=\"noopener\"><b>U.S. Department of Labor<\/b><\/a><span style=\"font-weight: 400;\"> websites are good resources for this.<\/span><\/p>\n<h3><b>Maintain Accurate Records and Conduct Regular Audits<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Secondly, it&#8217;s important to <\/span><b>maintain accurate and up-to-date records of all employee work hours and wages<\/b><span style=\"font-weight: 400;\">. Keeping precise records helps ensure employees are <\/span><b>paid correctly and on time<\/b><span style=\"font-weight: 400;\">. Regular <\/span><b>audits<\/b><span style=\"font-weight: 400;\">, both internal and external, can <\/span><b>spot and fix mistakes<\/b><span style=\"font-weight: 400;\">, making sure everything is legal and helping you avoid hefty fines.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">employee record management software<\/span><\/a><span style=\"font-weight: 400;\"> can make this easier. These systems <\/span><b>automate time tracking, payroll processing and compliance checks<\/b><span style=\"font-weight: 400;\">, which cuts down on errors and saves time. By using this technology, you can maintain <\/span><b>accurate and reliable records<\/b><span style=\"font-weight: 400;\"> and focus on other important parts of your business while staying compliant with the law.<\/span><\/p>\n<h3><b>Classify Employees Correctly<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Thirdly, make sure you properly classify your employees as either<\/span> <a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><b>exempt or non-exempt<\/b><\/a><b> under the minimum wage regulations<\/b><span style=\"font-weight: 400;\">. This classification determines whether you must offer <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\">. Carefully <\/span><b>review the duties and responsibilities of each employee<\/b><span style=\"font-weight: 400;\"> to determine their <\/span><b>exempt or non-exempt status<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Implement Accurate Payroll Practices<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">It\u2019s important to maintain <\/span><b>accurate and up-to-date payroll records<\/b><span style=\"font-weight: 400;\"> that include employee names, hours worked, wages paid and any deductions that you have made. Maryland law requires you to keep these records for <\/span><b>at least three years<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You should also regularly <\/span><b>review your payroll records<\/b><span style=\"font-weight: 400;\"> to identify any inconsistencies or errors. And don\u2019t forget to create a <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll-checklist\/\"><span style=\"font-weight: 400;\">payroll checklist<\/span><\/a><span style=\"font-weight: 400;\"> to make sure that you complete all necessary steps during each payroll cycle, including <\/span><b>verifying employee hours, ensuring correct pay rates, calculating <\/b><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><b>payroll tax deductions<\/b><\/a><b> accurately, and issuing pay stubs<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Track Overtime Hours<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In addition, make sure you accurately <\/span><b>track <\/b><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><b>overtime<\/b><\/a><b> hours<\/b><span style=\"font-weight: 400;\"> worked by non-exempt employees. Implement a system for employees to report overtime hours, such as using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-calculator\/\"><b>timesheets<\/b><\/a><b> or electronic timekeeping systems<\/b><span style=\"font-weight: 400;\">. Ensure that overtime pay is calculated and paid correctly at the appropriate rate (time and a half).<\/span><\/p>\n<h3><b>Use the Right Payroll Software<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, choosing <\/span><b>the right <\/b><a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\"><b>payroll software<\/b><\/a><span style=\"font-weight: 400;\"> is essential. The right software helps you stay <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll\/\"><span style=\"font-weight: 400;\">compliant<\/span><\/a><span style=\"font-weight: 400;\"> by <\/span><b>automatically adjusting for changes in minimum wage rates<\/b><span style=\"font-weight: 400;\"> and <\/span><b>managing tax withholdings<\/b><span style=\"font-weight: 400;\">. It also helps you <\/span><b>track employee work hours, calculate overtime and <\/b><a href=\"https:\/\/factorialhr.com\/blog\/holiday-pay\/\"><b>holiday pay<\/b><\/a><b>, and produce accurate pay stubs<\/b><span style=\"font-weight: 400;\"> at the end of each <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-period\/\"><span style=\"font-weight: 400;\">pay period<\/span><\/a><span style=\"font-weight: 400;\">. This <\/span><b>reduces the risk of errors<\/b><span style=\"font-weight: 400;\">, <\/span><b>streamlines administrative tasks<\/b><span style=\"font-weight: 400;\">, and ensures that employees are <\/span><b>paid correctly and on time<\/b><span style=\"font-weight: 400;\">, helping your business comply with all Mayland wage laws and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">time-tracking legal requirements<\/span><\/a><span style=\"font-weight: 400;\">\u200b.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/payroll\"><img decoding=\"async\" class=\"aligncenter wp-image-125685 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"795\" height=\"273\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 795px) 100vw, 795px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Factorial can help you navigate the complexities of Maryland\u2019s wage laws and <\/span><b>streamline your payroll processes to maintain compliance<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Automated payroll calculations<\/b><span style=\"font-weight: 400;\">. Factorial\u2019s automated payroll system eliminates manual calculations, reducing the risk of errors and ensuring accurate compensation for all employees. It automatically factors in Maryland minimum wage rates and requirements. It also takes into account overtime pay, holiday pay and other relevant regulations to ensure compliance with Maryland wage laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Real-time overtime tracking<\/b><span style=\"font-weight: 400;\">. Factorial\u2019s time tracking feature and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/electronic-time-clock\/\"><span style=\"font-weight: 400;\">electronic time clock<\/span><\/a><span style=\"font-weight: 400;\"> enable real-time monitoring of overtime hours. This allows you to maintain and generate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">accurate records and reports<\/span><\/a><span style=\"font-weight: 400;\"> to identify and address any overtime issues promptly, ensuring compliance with Maryland\u2019s overtime pay regulations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Secure payroll processing<\/b><span style=\"font-weight: 400;\">. Factorial employs robust payroll security measures to safeguard sensitive employee data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Comprehensive payroll reporting<\/b><span style=\"font-weight: 400;\">. Factorial generates detailed payroll reports, providing valuable insights into employee compensation, overtime trends and overall payroll expenses.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">By leveraging <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><b>Factorial\u2019s comprehensive payroll solution<\/b><\/a><span style=\"font-weight: 400;\">, you can <\/span><b>effectively manage each stage of your payroll process<\/b><span style=\"font-weight: 400;\">, ensuring <\/span><b>accuracy and compliance<\/b><span style=\"font-weight: 400;\"> with all Maryland wage laws (including the Maryland minimum wage). That way, you can foster a <\/span><b>positive and compliant work environment for all<\/b><span style=\"font-weight: 400;\"> and enhance <\/span><b>overall efficiency and transparency<\/b><span style=\"font-weight: 400;\"> in your payroll operations.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Like many parts of the nation, Maryland has established its own framework of state laws to supplement those set at a federal level. Among the most notable is the Maryland minimum wage. This law sets the standard for the lowest hourly rate that employers can pay so that employees receive fair compensation and can maintain<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/maryland-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":139429,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-139428","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"payroll"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Maryland Minimum Wage: Guide for Employers | Factorial<\/title>\n<meta name=\"description\" content=\"Everything you need to know about the Maryland minimum wage: history, rates, exemptions and best practices for employer compliance\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Maryland Minimum Wage: Guide for Employers\" \/>\n<meta property=\"og:description\" content=\"Everything you need to know about the Maryland minimum wage: history, rates, exemptions and best practices for employer compliance\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/maryland-minimum-wage\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/factorialhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-08-20T13:10:08+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-12-20T15:44:08+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/08\/20143424\/Maryland-minimum-wage.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:site\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"14 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/maryland-minimum-wage\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/maryland-minimum-wage\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"Maryland Minimum Wage: Guide for Employers\",\"datePublished\":\"2024-08-20T13:10:08+00:00\",\"dateModified\":\"2024-12-20T15:44:08+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/maryland-minimum-wage\/\"},\"wordCount\":2938,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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