{"id":146525,"date":"2024-12-04T21:43:01","date_gmt":"2024-12-04T19:43:01","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=146525"},"modified":"2024-12-04T21:43:01","modified_gmt":"2024-12-04T19:43:01","slug":"new-hampshire-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/","title":{"rendered":"New Hampshire Minimum Wage: 2025 Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">New Hampshire has followed the <\/span><b>federal minimum wage<\/b><span style=\"font-weight: 400;\"> since it was set by the <\/span><b>Fair Labor Standards Act<\/b><span style=\"font-weight: 400;\"> in 1938. Unlike many other states in the nation, the Granite State has chosen not to implement a separate New Hampshire minimum wage rate, keeping things aligned with the federal baseline. However, there are still <\/span><b>important factors<\/b><span style=\"font-weight: 400;\"> that employers need to take into account, such as <\/span><b>specific rules for tipped employees<\/b><span style=\"font-weight: 400;\"> and <\/span><b>exemptions for certain job categories<\/b><span style=\"font-weight: 400;\">. Understanding these nuances is essential for maintaining <\/span><b>fair pay practices<\/b><span style=\"font-weight: 400;\"> and staying in <\/span><b>compliance<\/b><span style=\"font-weight: 400;\"> with the law.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Read on to learn <\/span><b>everything you need to know about the New Hampshire minimum wage<\/b><span style=\"font-weight: 400;\"> and how it impacts businesses in the state.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Rates\">New Hampshire Minimum Wage: Current Rates<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Act\">What Is the Fair Labor Standards Act?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Non-Exempt\">What Is a Non-Exempt Employee?<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exemptions\">Exemptions to the New Hampshire Minimum Wage<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#2025\">Will the New Hampshire Minimum Wage Increase in 2025?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">Additional New Hampshire 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=\"#Help\">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;\">Manage payroll on time and error-free<\/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=\"836\" height=\"287\" 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: 836px) 100vw, 836px\" \/><\/a><\/p>\n<h2><b><a name=\"Rates\"><\/a>New Hampshire Minimum Wage: Current Rates <\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So, what is the minimum wage in New Hampshire?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In fact, New Hampshire is one of the few states that has <\/span><b>not established its own state minimum wage law<\/b><span style=\"font-weight: 400;\">, which means it follows the federal minimum wage of <\/span><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">, as outlined 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;\">). This federal minimum wage has remained <\/span><b>unchanged since 2009<\/b><span style=\"font-weight: 400;\">, when it was raised from $5.15 per hour.\u00a0<\/span><\/p>\n<p>What about tipped employees? What is the minimum wage in New Hampshire for these workers?<\/p>\n<p><span style=\"font-weight: 400;\">For <\/span><b>tipped workers<\/b><span style=\"font-weight: 400;\">, New Hampshire adheres to the federal minimum wage of <\/span><b>$3.27 per hour<\/b><span style=\"font-weight: 400;\">, which is 45% of the standard minimum wage of $7.25. Employers must ensure that tipped employees\u2019 total earnings, including tips, <\/span><b>meet or exceed the standard minimum wage<\/b><span style=\"font-weight: 400;\"> of $7.25 per hour. If the total earnings fall short, employers must <\/span><b>make up the difference<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Act\"><\/a>What Is the Fair Labor Standards Act?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ok, the New Hampshire minimum wage rate is set by the Fair Labor Standards Act, but <\/span><b>what is the FLSA<\/b><span style=\"font-weight: 400;\"> exactly, and <\/span><b>who does it apply to<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">, is a <\/span><b>federal law<\/b><span style=\"font-weight: 400;\"> enacted in <\/span><b>1938 <\/b><span style=\"font-weight: 400;\">that establishes <\/span><b>minimum wage, overtime pay, record-keeping, and child labor standards for workers in both the private and public sectors<\/b><span style=\"font-weight: 400;\">. The FLSA applies to <\/span><b>most employees<\/b><span style=\"font-weight: 400;\"> in the United States and it ensures that <\/span><b>non-exempt employees <\/b><span style=\"font-weight: 400;\">are paid at least the federal minimum wage of<\/span><b> $7.25 per hour<\/b><span style=\"font-weight: 400;\"> and receive <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> at <\/span><b>1.5 times their regular rate<\/b><span style=\"font-weight: 400;\"> for any hours worked over 40 in a workweek.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the FLSA applies to employees of businesses that engage in <\/span><b>interstate commerce<\/b><span style=\"font-weight: 400;\"> or have <\/span><b>gross annual revenues<\/b><span style=\"font-weight: 400;\"> of at least <\/span><b>$500,000<\/b><span style=\"font-weight: 400;\">. It also covers <\/span><b>certain categories of workers<\/b><span style=\"font-weight: 400;\">, such as domestic service employees, hospital workers, and schools. However, while the FLSA provides <\/span><b>wage protections<\/b><span style=\"font-weight: 400;\"> for most workers, there are <\/span><b>exemptions<\/b><span style=\"font-weight: 400;\">, including certain salaried employees in <\/span><b>executive, administrative, and professional roles<\/b><span style=\"font-weight: 400;\">, as well as some <\/span><b>agricultural <\/b><span style=\"font-weight: 400;\">and <\/span><b>seasonal workers<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These standards are applied to <\/span><b>all non-exempt employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Non-Exempt\"><\/a>What Is a Non-Exempt Employee?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">One important thing to consider when talking about the New Hampshire minimum wage is the <\/span><b>employment classification of your workers<\/b><span style=\"font-weight: 400;\">. In other words, whether your employees are classified as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><b>exempt or non-exempt<\/b><\/a><span style=\"font-weight: 400;\"> from the requirements of the <\/span><b>FLSA<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s break it down.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the Fair Labor Standards Act, there are<\/span><b> two types of employees<\/b><span style=\"font-weight: 400;\">:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Exempt employees<\/b><span style=\"font-weight: 400;\">. An employee who you class as being exempt from the overtime provisions of the Fair Labor Standards Act (FLSA), such as executive, professional, and administrative roles.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Non-exempt employees<\/b><span style=\"font-weight: 400;\">. An employee who you do not class as being exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and who you, therefore, must pay overtime when they work over their contracted hours.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">To determine if your employees should be classified as <\/span><b>exempt or non-exempt<\/b><span style=\"font-weight: 400;\">, you need to <\/span><b>consider the following<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary level<\/b><span style=\"font-weight: 400;\">. Are you paying the employee more than $35,568 per year?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary basis<\/b><span style=\"font-weight: 400;\">. Do you offer them a guaranteed minimum compensation amount, regardless of the hours they actually work?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Duties<\/b><span style=\"font-weight: 400;\">: Have you contracted them to perform an exempt job duty? (Professional duties that require specialized education; executive duties such as supervising a team; or administrative duties that require the use of discretion and judgment).<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Once you determine an employee\u2019s <\/span><b>classification<\/b><span style=\"font-weight: 400;\">, you will know whether or not the <\/span><b>New Hampshire minimum wage<\/b><span style=\"font-weight: 400;\"> applies.<\/span><\/p>\n<h2><b><a name=\"Exemptions\"><\/a>Exemptions to the New Hampshire Minimum Wage<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the above, there are some <\/span><b>additional exemptions to the New Hampshire minimum wage <\/b><span style=\"font-weight: 400;\">that you need to be aware of when you design your <\/span><b>compensation strategy<\/b><span style=\"font-weight: 400;\">.<\/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>New Hampshire Minimum Wage for Tipped Workers<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">In New Hampshire, employers can pay tipped workers <\/span><b>less than the standard minimum wage<\/b><span style=\"font-weight: 400;\">, as long as their tips make up the difference and bring their earnings up to at least the regular minimum wage. The tipped minimum wage in New Hampshire is<\/span><b> $3.27 per hour<\/b><span style=\"font-weight: 400;\">, which is 45% of the federal minimum wage of $7.25. If a tipped employee\u2019s total earnings (wages plus tips) don\u2019t reach the full minimum wage, the employer must <\/span><b>make up the difference<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It&#8217;s also important to note that New Hampshire has recently <\/span><a href=\"https:\/\/www.nhpr.org\/nh-news\/2021-07-29\/new-law-uncouples-n-h-s-tipped-workers-from-changes-to-federal-minimum-wage?utm_source=chatgpt.com\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">enacted legislation<\/span><\/a><span style=\"font-weight: 400;\"> that &#8220;uncouples&#8221; the state&#8217;s tipped workers from changes to the federal minimum wage. This means that<\/span><b> if the federal minimum wage increases, New Hampshire employers are not legally required to raise the tipped minimum wage accordingly<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>New Hampshire Minimum Wage for Minors<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">New Hampshire law allows employers to pay employees under 18 years of age a <\/span><b>lower minimum wage of $6.00 per hour<\/b><span style=\"font-weight: 400;\">. This rate applies until the employee reaches <\/span><b>18 years of age<\/b><span style=\"font-weight: 400;\">, at which point they must be paid at least the standard New Hampshire minimum wage of $7.25 per hour.<\/span><\/p>\n<h3><b>Students and Trainees<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">New Hampshire does not have any restrictions on <\/span><b>subminimum wages<\/b><span style=\"font-weight: 400;\"> for student workers, learners, or apprentices. However, the <\/span><b>FLSA <\/b><span style=\"font-weight: 400;\">does allow employers to pay <\/span><a href=\"https:\/\/www.dol.gov\/general\/topic\/wages\/subminimumwage#:~:text=The%20youth%20minimum%20wage%20is,during%20this%2090%2Dday%20period.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">subminimum wages<\/span><\/a><span style=\"font-weight: 400;\"> to students and trainees, as long as they obtain an <\/span><b>authorizing certificate<\/b><span style=\"font-weight: 400;\"> from the <\/span><b>U.S. Department of Labor<\/b><span style=\"font-weight: 400;\">. The federal subminimum wage for students must be at least <\/span><b>75%<\/b><span style=\"font-weight: 400;\"> of the New Hampshire minimum wage.<\/span><\/p>\n<h3><b>Agricultural workers<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">When it comes to <\/span><b>agricultural workers in New Hampshire<\/b><span style=\"font-weight: 400;\">, the rules around minimum wage can be a bit tricky. While most businesses have to pay at least the minimum wage, both federal and state laws provide an <\/span><b>exemption for farm labor<\/b><span style=\"font-weight: 400;\">, but the specifics depend on the <\/span><b>size of the farm<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, under both New Hampshire and federal law,<\/span><b> farms are exempt from minimum wage requirements<\/b><span style=\"font-weight: 400;\"> if they use <\/span><b>fewer than 500 &#8220;man-days&#8221; <\/b><span style=\"font-weight: 400;\">of agricultural labor in a calendar quarter. A &#8220;man day&#8221; is defined as one worker performing at least <\/span><b>one hour of labor in a single day<\/b><span style=\"font-weight: 400;\">. However, if a farm <\/span><b>exceeds 500 man-days<\/b><span style=\"font-weight: 400;\"> of labor in any calendar quarter, it must pay employees <\/span><b>at least the minimum wage<\/b><span style=\"font-weight: 400;\"> for all hours worked.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The threshold of 500 man-days is key, here. Farmers should therefore <\/span><b>carefully track working hours<\/b><span style=\"font-weight: 400;\"> to determine whether they need to pay the New Hampshire minimum wage based on this threshold.<\/span><\/p>\n<h3><b>Independent Contractors<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, independent contractors are <\/span><b>not covered by federal or state minimum wage laws<\/b><span style=\"font-weight: 400;\">, as they are not considered employees under the FLSA. Employers must be careful to <\/span><b>classify workers correctly<\/b><span style=\"font-weight: 400;\"> to avoid penalties.<\/span><\/p>\n<h2><b><a name=\"2025\"><\/a>Will the New Hampshire Minimum Wage Increase in 2025?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Because the New Hampshire minimum wage is tied to the federal standard, it remains at $7.25 per hour and is <\/span><b>not expected to increase in 2025 unless the federal rate changes<\/b><span style=\"font-weight: 400;\">. While there have been occasional discussions about raising the wage in the state, no new legislation has been passed to do so. Therefore, as of now, unless there\u2019s a<\/span><b> federal update<\/b><span style=\"font-weight: 400;\"> or a <\/span><b>change in state law<\/b><span style=\"font-weight: 400;\">, the New Hampshire minimum wage will continue to align with the federal rate, with <\/span><b>no immediate plans for an increase<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is in stark contrast to other states like <\/span><a href=\"https:\/\/factorialhr.com\/blog\/california-minimum-wage\/\"><span style=\"font-weight: 400;\">California<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/delaware-minimum-wage\/\"><span style=\"font-weight: 400;\">Delaware<\/span><\/a><span style=\"font-weight: 400;\">, which have committed to <\/span><b>raising their minimum wages significantly<\/b><span style=\"font-weight: 400;\"> in the coming years. For instance, California&#8217;s minimum wage is set to increase to $16.50 per hour in 2025, while Delaware is already on track to reach $15.00 per hour by next month. These states have taken proactive steps to address the <\/span><b>growing cost of living<\/b><span style=\"font-weight: 400;\">, while New Hampshire remains at the <\/span><b>federal baseline<\/b><span style=\"font-weight: 400;\"> with <\/span><b>no plans for change in the near future<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Laws\"><\/a>Additional New Hampshire Wage Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from the New Hampshire 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 New Hampshire 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 Pay<\/b><span style=\"font-weight: 400;\">\u00a0\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">New Hampshire follows the <\/span><b>federal standard for overtime<\/b><span style=\"font-weight: 400;\">, which requires employers to pay <\/span><b>1.5 times the regular hourly rate<\/b><span style=\"font-weight: 400;\"> (<\/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;\">) for hours worked <\/span><b>beyond 40<\/b><span style=\"font-weight: 400;\"> in a week. For example, if an employee receives the New Hampshire minimum wage rate of $7.25 per hour, you must pay them <\/span><b>$10.88 per hour<\/b><span style=\"font-weight: 400;\"> for every hour of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><span style=\"font-weight: 400;\">overtime<\/span><\/a><span style=\"font-weight: 400;\">. This applies to all non-exempt employees under the FSLA. Exempt employees, who typically hold executive, administrative, or professional positions, are not entitled to overtime pay.<\/span><\/p>\n<h3><b>Meal and Rest Breaks<\/b><span style=\"font-weight: 400;\">\u00a0\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In New Hampshire, employers must give employees a <\/span><b>30-minute meal break if they work more than five hours in a row<\/b><span style=\"font-weight: 400;\">. This break is usually <\/span><b>unpaid <\/b><span style=\"font-weight: 400;\">unless the employee has to stay on-site during the break. The state doesn\u2019t require<\/span><b> rest breaks<\/b><span style=\"font-weight: 400;\">, but if employers choose to offer them, they must <\/span><b>pay for any rest breaks that last 20 minutes or less<\/b><span style=\"font-weight: 400;\">. This aligns with <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-federal-employee-break-laws\/\"><span style=\"font-weight: 400;\">federal break laws<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Wage Payment and Deductions<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In New Hampshire, employers must pay employees on a <\/span><b>regular payday<\/b><span style=\"font-weight: 400;\">, and they must <\/span><b>pay wages in full<\/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;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employers can only make <\/span><b>deductions from an employee&#8217;s wages<\/b><span style=\"font-weight: 400;\"> if the <\/span><b>law permits<\/b><span style=\"font-weight: 400;\"> or if the <\/span><b>employee agrees in writing<\/b><span style=\"font-weight: 400;\">. Common deductions include <\/span><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><span style=\"font-weight: 400;\">taxes<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-benefits-in-small-business\/\"><span style=\"font-weight: 400;\">benefits<\/span><\/a><span style=\"font-weight: 400;\">, and union dues, all of which are allowed. However, employers cannot deduct for things like broken equipment or cash shortages <\/span><b>without the employee&#8217;s written consent<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, employers can make deductions for the following:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">State and federal taxes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Social Security contributions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Health insurance premiums (if authorized by the employee)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retirement or pension contributions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Union dues (if applicable)<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers must <\/span><b>inform employees<\/b><span style=\"font-weight: 400;\"> about any deductions and ensure these deductions are <\/span><b>legal and authorized<\/b><span style=\"font-weight: 400;\">. If an employer fails to pay wages on time or deducts incorrectly, the employee has the right to file a claim with the <\/span><a href=\"https:\/\/www.nh.gov\/labor\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">New Hampshire Department of Labor<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Final Paychecks<\/b><span style=\"font-weight: 400;\">\u00a0\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In New Hampshire, employers must pay all earned wages, including unused <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pto-benefits\/\"><span style=\"font-weight: 400;\">PTO<\/span><\/a><span style=\"font-weight: 400;\">, when employees separate from the company. The <\/span><b>timing of the final paycheck<\/b><span style=\"font-weight: 400;\"> depends on the <strong>circumstances surrounding the seperation<\/strong>:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Terminated employees<\/b><span style=\"font-weight: 400;\">. Employers must pay the final paycheck within 72 hours of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/firing-employees-the-right-way\/\"><span style=\"font-weight: 400;\">firing an employee<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Laid-off employees<\/b><span style=\"font-weight: 400;\">. Employers should pay the final paycheck on the next scheduled payday for <\/span><a href=\"https:\/\/factorialhr.com\/blog\/7-tips-for-handling-employee-layoffs-factorial\/\"><span style=\"font-weight: 400;\">layoffs<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Resigning employees<\/b><span style=\"font-weight: 400;\">. Employers generally pay on the next scheduled payday. However, if the employee provides at least one pay period&#8217;s notice, the employer must pay within 72 hours of separation.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers can issue final paychecks through <\/span><b>regular payment methods<\/b><span style=\"font-weight: 400;\"> or by <\/span><b>mail <\/b><span style=\"font-weight: 400;\">if the employee requests it.<\/span><\/p>\n<h3><b>Equal Pay for Equal Work<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In New Hampshire, both state and federal laws prohibit paying employees <\/span><b>different wages for the same work based solely on sex<\/b><span style=\"font-weight: 400;\">. This means employers must ensure <\/span><b>equal pay for equal work<\/b><span style=\"font-weight: 400;\">, regardless of gender. This law, which aligns with 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;\">, helps prevent gender-based wage gaps and promotes <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-parity\/\"><span style=\"font-weight: 400;\">pay parity<\/span><\/a><span style=\"font-weight: 400;\"> in the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To comply with this law, employers should <\/span><b>regularly review their compensation practices<\/b><span style=\"font-weight: 400;\"> to identify and address any <\/span><b>wage gaps<\/b><span style=\"font-weight: 400;\">. Implementing <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-transparency\/\"><span style=\"font-weight: 400;\">transparent pay structures<\/span><\/a><span style=\"font-weight: 400;\"> and conducting <\/span><b>periodic audits<\/b><span style=\"font-weight: 400;\"> can help maintain compliance and promote fairness in the workplace.<\/span><\/p>\n<h3><b>Timekeeping and Record-Keeping <\/b><span style=\"font-weight: 400;\">\u00a0\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, employers in New Hampshire must maintain <\/span><b>accurate records of all hours worked and wages paid to each employee<\/b><span style=\"font-weight: 400;\">. This responsibility helps ensure compliance with state labor laws. Accurate records also protect your business in the event of an employee dispute. Employers must keep these records for <\/span><b>at least three years<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, employers must document:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Hours worked<\/b><span style=\"font-weight: 400;\">. Keep detailed records of the start and end times of each workday, including any breaks taken.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Wages paid.<\/b><span style=\"font-weight: 400;\"> Track all payments made to employees, including regular wages, overtime, bonuses, and any deductions.<\/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;\">To stay on top of New Hampshire&#8217;s wage laws, it\u2019s important to follow <\/span><b>clear practices<\/b><span style=\"font-weight: 400;\"> and <\/span><b>review them<\/b><span style=\"font-weight: 400;\"> regularly.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are some <\/span><b>best practices to help you stay compliant<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Stay updated on wage laws<\/b><span style=\"font-weight: 400;\">. Keep track of any changes to federal and state wage laws so your business remains compliant. This includes any updates to the New Hampshire minimum wage.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Track hours accurately<\/b><span style=\"font-weight: 400;\">. Use reliable systems to record all hours worked, including overtime, breaks, and meals.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Maintain proper records<\/b><span style=\"font-weight: 400;\">. Keep detailed records of wages, hours, and deductions for at least three years.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Ensure equal pay for equal work<\/b><span style=\"font-weight: 400;\">. Regularly check that your pay practices are fair and that you\u2019re paying equally for equal work, regardless of gender.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Pay wages on time<\/b><span style=\"font-weight: 400;\">. Make sure employees receive their paychecks on time. The same goes for final paychecks, including any unused vacation time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Train management<\/b><span style=\"font-weight: 400;\">. Educate your managers and supervisors on wage laws and company policies to avoid mistakes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Review contracts and policies<\/b><span style=\"font-weight: 400;\">. Make sure your employee contracts and company policies match state and federal wage laws, especially around vacation, overtime, and deductions.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">By following these steps, you can <\/span><b>reduce risks<\/b><span style=\"font-weight: 400;\">, <\/span><b>avoid legal issues<\/b><span style=\"font-weight: 400;\">, and create a <\/span><b>fair workplace<\/b><span style=\"font-weight: 400;\"> for your employees.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><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=\"807\" height=\"277\" 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: 807px) 100vw, 807px\" \/><\/a><\/p>\n<h2><b><a name=\"Help\"><\/a>How Factorial Can Help<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ensuring <\/span><b>compliance with New Hampshire wage laws<\/b><span style=\"font-weight: 400;\"> is crucial for employers to avoid potential penalties and legal disputes. Factorial can help you navigate the complexities of New Hampshire\u2019s employment guidelines and <\/span><b>streamline your entire payroll process<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Features <\/b><span style=\"font-weight: 400;\">of <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">Factorial\u2019s payroll solution<\/span><\/a><span style=\"font-weight: 400;\"> that can help ensure <\/span><b>New Hampshire wage law 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;\">. Accurately calculate wages, including overtime and tipped wages, based on New Hampshire and federal laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Time and attendance tracking<\/b><span style=\"font-weight: 400;\">. Ensure accurate record-keeping for hours worked, breaks, and overtime to meet <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">legal requirements<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Integration with timekeeping systems<\/b><span style=\"font-weight: 400;\">. Link payroll to your timekeeping tools to automatically sync employee hours and prevent discrepancies.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customizable wage settings<\/b><span style=\"font-weight: 400;\">. Adjust settings for various worker classifications, such as exempt, non-exempt, and tipped employees, to maintain compliance.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Comprehensive reporting tools<\/b><span style=\"font-weight: 400;\">. Generate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">detailed reports<\/span><\/a><span style=\"font-weight: 400;\"> on employee hours, wages, and compliance metrics to stay audit-ready.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee classification<\/b><span style=\"font-weight: 400;\">. Properly classify workers and manage different wage rates for exempt, non-exempt, and seasonal employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Automated final pay processing<\/b><span style=\"font-weight: 400;\">. Ensure timely and accurate payment of final wages when an employee leaves.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Integrated recordkeeping<\/b><span style=\"font-weight: 400;\">. Automatically store and manage employee hours, wages, and deductions. This males it easy to access the information you need for audits or legal inquiries.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Real-time updates on New Hampshire wage laws<\/b><span style=\"font-weight: 400;\">. Stay up to date with any changes in federal and state wage regulations to ensure ongoing compliance.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ultimately, with all these tools at your disposal, you can <\/span><b>automate the entire payroll process<\/b><span style=\"font-weight: 400;\">, keep updated on any <\/span><b>updates<\/b><span style=\"font-weight: 400;\"> to the New Hampshire minimum wage, and foster a <\/span><b>positive and compliant work environment <\/b><span style=\"font-weight: 400;\">for all.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>New Hampshire has followed the federal minimum wage since it was set by the Fair Labor Standards Act in 1938. Unlike many other states in the nation, the Granite State has chosen not to implement a separate New Hampshire minimum wage rate, keeping things aligned with the federal baseline. However, there are still important factors<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":146526,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-146525","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>New Hampshire Minimum Wage: 2025 Guide | Factorial<\/title>\n<meta name=\"description\" content=\"Stay updated on New Hampshire minimum wage laws. Manage payroll, time tracking, and records to meet legal requirements and ensure fair pay.\" \/>\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=\"New Hampshire Minimum Wage: 2025 Guide\" \/>\n<meta property=\"og:description\" content=\"Stay updated on New Hampshire minimum wage laws. Manage payroll, time tracking, and records to meet legal requirements and ensure fair pay.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-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=\"2024-12-04T19:43:01+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/12\/04212151\/New-Hampshire-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=\"12 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"New Hampshire Minimum Wage: 2025 Guide\",\"datePublished\":\"2024-12-04T19:43:01+00:00\",\"dateModified\":\"2024-12-04T19:43:01+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/\"},\"wordCount\":2525,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; Finance\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/\",\"url\":\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/\",\"name\":\"New Hampshire Minimum Wage: 2025 Guide | Factorial\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#website\"},\"datePublished\":\"2024-12-04T19:43:01+00:00\",\"dateModified\":\"2024-12-04T19:43:01+00:00\",\"description\":\"Stay updated on New Hampshire minimum wage laws. Manage payroll, time tracking, and records to meet legal requirements and ensure fair pay.\",\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#website\",\"url\":\"https:\/\/preproduction.factorialhr.com\/blog\/\",\"name\":\"Factorial\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/preproduction.factorialhr.com\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\",\"name\":\"All-in-one HR Software - FactorialHR\",\"url\":\"https:\/\/preproduction.factorialhr.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"contentUrl\":\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"width\":946,\"height\":880,\"caption\":\"All-in-one HR Software - FactorialHR\"},\"image\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.linkedin.com\/company\/factorialhr\/\",\"https:\/\/twitter.com\/factorialhr\",\"https:\/\/www.linkedin.com\/company\/factorialhr\",\"https:\/\/www.youtube.com\/factorialhr\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\",\"name\":\"Cat Symonds\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g\",\"caption\":\"Cat Symonds\"},\"description\":\"Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.\u00a0 Cat is the founder of\u00a0The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP\/FR\/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Interm\u00f3n, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.\u00a0 For more information or to contact Cat visit her\u00a0website\u00a0(thecontentcat.com) or send her a message through\u00a0LinkedIn.\",\"sameAs\":[\"http:\/\/www.thecontentcat.com\/\",\"https:\/\/www.linkedin.com\/in\/catsymonds\/\"],\"url\":\"https:\/\/preproduction.factorialhr.com\/blog\/author\/cat-symonds\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"New Hampshire Minimum Wage: 2025 Guide | Factorial","description":"Stay updated on New Hampshire minimum wage laws. Manage payroll, time tracking, and records to meet legal requirements and ensure fair pay.","robots":{"index":"noindex","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"og_locale":"en_US","og_type":"article","og_title":"New Hampshire Minimum Wage: 2025 Guide","og_description":"Stay updated on New Hampshire minimum wage laws. Manage payroll, time tracking, and records to meet legal requirements and ensure fair pay.","og_url":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/","og_site_name":"Factorial","article_publisher":"https:\/\/www.linkedin.com\/company\/factorialhr\/","article_published_time":"2024-12-04T19:43:01+00:00","og_image":[{"width":830,"height":400,"url":"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/12\/04212151\/New-Hampshire-minimum-wage.jpg","type":"image\/jpeg"}],"author":"Cat Symonds","twitter_card":"summary_large_image","twitter_creator":"@factorialhr","twitter_site":"@factorialhr","twitter_misc":{"Written by":"Cat Symonds","Est. reading time":"12 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/#article","isPartOf":{"@id":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/"},"author":{"name":"Cat Symonds","@id":"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632"},"headline":"New Hampshire Minimum Wage: 2025 Guide","datePublished":"2024-12-04T19:43:01+00:00","dateModified":"2024-12-04T19:43:01+00:00","mainEntityOfPage":{"@id":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/"},"wordCount":2525,"publisher":{"@id":"https:\/\/preproduction.factorialhr.com\/blog\/#organization"},"articleSection":["Legal &amp; Finance"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/","url":"https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/","name":"New Hampshire Minimum Wage: 2025 Guide | Factorial","isPartOf":{"@id":"https:\/\/preproduction.factorialhr.com\/blog\/#website"},"datePublished":"2024-12-04T19:43:01+00:00","dateModified":"2024-12-04T19:43:01+00:00","description":"Stay updated on New Hampshire minimum wage laws. Manage payroll, time tracking, and records to meet legal requirements and ensure fair pay.","inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/preproduction.factorialhr.com\/blog\/new-hampshire-minimum-wage\/"]}]},{"@type":"WebSite","@id":"https:\/\/preproduction.factorialhr.com\/blog\/#website","url":"https:\/\/preproduction.factorialhr.com\/blog\/","name":"Factorial","description":"","publisher":{"@id":"https:\/\/preproduction.factorialhr.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/preproduction.factorialhr.com\/blog\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/preproduction.factorialhr.com\/blog\/#organization","name":"All-in-one HR Software - FactorialHR","url":"https:\/\/preproduction.factorialhr.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","contentUrl":"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","width":946,"height":880,"caption":"All-in-one HR Software - FactorialHR"},"image":{"@id":"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.linkedin.com\/company\/factorialhr\/","https:\/\/twitter.com\/factorialhr","https:\/\/www.linkedin.com\/company\/factorialhr","https:\/\/www.youtube.com\/factorialhr"]},{"@type":"Person","@id":"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632","name":"Cat Symonds","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/b492f0f89686841665e1c7b5f5b67998?s=96&d=identicon&r=g","caption":"Cat Symonds"},"description":"Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.\u00a0 Cat is the founder of\u00a0The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP\/FR\/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Interm\u00f3n, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.\u00a0 For more information or to contact Cat visit her\u00a0website\u00a0(thecontentcat.com) or send her a message through\u00a0LinkedIn.","sameAs":["http:\/\/www.thecontentcat.com\/","https:\/\/www.linkedin.com\/in\/catsymonds\/"],"url":"https:\/\/preproduction.factorialhr.com\/blog\/author\/cat-symonds\/"}]}},"_links":{"self":[{"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/146525"}],"collection":[{"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/users\/80"}],"replies":[{"embeddable":true,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/comments?post=146525"}],"version-history":[{"count":2,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/146525\/revisions"}],"predecessor-version":[{"id":146541,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/146525\/revisions\/146541"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/media\/146526"}],"wp:attachment":[{"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/media?parent=146525"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/categories?post=146525"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/preproduction.factorialhr.com\/blog\/wp-json\/wp\/v2\/tags?post=146525"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}