State Specific

Minimum wage in south carolina

January 6, 2026state-laws

Minimum Wage in South Carolina (SC): Current Rate, Federal Rules, and Employer Compliance

If you’re looking for the minimum wage in South Carolina, the key point is simple: South Carolina does not have a state minimum wage law that sets a higher rate than federal law, so most employers must follow the federal minimum wage under the Fair Labor Standards Act (FLSA). This guide explains the current minimum wage in SC, who is covered, tip credit rules, and the postings and payroll steps HR teams and business owners should take to stay compliant.

Minimum wage in South Carolina: what employers must pay

South Carolina minimum wage vs. federal minimum wage

South Carolina has no state minimum wage statute that establishes a separate statewide rate. In practice, that means most covered employees in South Carolina are paid according to the federal minimum wage (FLSA):

  • Federal minimum wage: $7.25 per hour (FLSA)
  • South Carolina minimum wage: No separate state rate (defaults to federal rules for covered employers)

Because the federal standard applies to many workplaces, “minimum wage in SC” is typically synonymous with the federal rate unless an employee falls into an FLSA exemption or special category.

For broader federal context and how federal rules interact with state rates, SwiftSDS also covers related wage frameworks such as the Federal minimum wage Illinois guide.

Who must comply in South Carolina?

Most employers must follow the FLSA if they meet either of these common coverage tests:

  • Enterprise coverage: The business has at least $500,000 in annual gross sales and has employees engaged in interstate commerce (broadly interpreted).
  • Individual coverage: Even if the enterprise test isn’t met, an employee’s work may still involve interstate commerce (e.g., processing credit card transactions, handling interstate shipments, regular out-of-state communications).

When in doubt, employers often choose to comply with FLSA wage/hour rules because coverage can be triggered easily.

Tipped employees, tip credit, and the SC minimum wage for servers

The federal tipped minimum wage (applies in South Carolina)

Because South Carolina does not set a higher tipped wage, tipped wage practices generally follow FLSA rules:

  • Cash wage for tipped employees (federal): $2.13 per hour
  • Tip credit: Up to $5.12 per hour (to reach $7.25)
  • Requirement: If tips + cash wage do not equal at least $7.25/hour in a workweek, the employer must make up the difference.

Actionable compliance steps:

  1. Provide advance notice to tipped employees that you are taking a tip credit (retain documentation).
  2. Track tips and hours by workweek to ensure the minimum wage is met.
  3. Review tip pooling policies carefully; certain arrangements can invalidate the ability to take a tip credit under federal rules.

Common exemptions and special wage rules (FLSA-driven in SC)

Even when the federal minimum wage applies, there are specific categories where different rules may apply:

Youth minimum wage

Under FLSA rules, employers may pay eligible employees under age 20 a youth minimum wage of $4.25/hour for the first 90 consecutive calendar days of employment (subject to conditions).

Overtime interplay

Minimum wage compliance often overlaps with overtime compliance. Under FLSA, non-exempt employees must receive 1.5× their regular rate for hours over 40 in a workweek. Ensure that:

  • You calculate the “regular rate” correctly (including certain nondiscretionary bonuses).
  • You maintain accurate time records.

Wage notices and required posters for South Carolina employers

Required federal minimum wage / FLSA posting

Even though this article focuses on minimum wage in south carolina, posting requirements are a core part of compliance. Most employers covered by the FLSA must display the FLSA minimum wage poster in a conspicuous place.

SwiftSDS recommends posting the current FLSA notice that matches your workforce type:

If you operate across multiple states, poster rules can change materially. For example, SwiftSDS maintains a dedicated page for Florida (FL) Labor Law Posting Requirements to help multi-state employers keep location postings aligned.

Multi-state employers: comparing SC to Florida, Tennessee, Utah, and DC

HR teams often search related questions like “minimum wage florida,” “minimum wage in tennessee,” “what is minimum wage in tn,” “how much is minimum wage in florida,” “florida state minimum wage,” “minimum salary florida,” “minimum salary in washington dc,” or “what is the minimum wage in utah.” The compliance takeaway is that minimum wage is highly jurisdiction-specific, and a policy built for one state can be wrong in another.

Florida comparison (why policies can’t be copied state-to-state)

Florida has its own wage framework and practical payroll impacts (and increases may occur). If you employ workers in Florida, review:

These resources are particularly helpful if your HR team is trying to answer “how much is minimum wage in florida” while maintaining SC compliance for South Carolina-based staff.

Tennessee, Utah, and Washington, DC

This page is focused on minimum wage in SC, but if you operate in other jurisdictions:

  • Tennessee: Many employers also follow the federal minimum wage, but always confirm local developments when asking “what is minimum wage in tn” or “minimum wage in tennessee.”
  • Utah: Employers often reference “what is the minimum wage in utah” when standardizing handbooks—verify state rules before rolling out pay policies.
  • Washington, DC: The minimum salary in Washington DC and wage rules can differ significantly from federal baselines, especially for exempt salary thresholds and local wage rates.

For neighboring-state comparisons, SwiftSDS also provides an alabama minimum wage overview (useful for employers with operations near the SC border).

Practical compliance checklist for South Carolina employers

Use this checklist to operationalize minimum wage compliance in South Carolina:

  1. Confirm coverage under the FLSA (enterprise or individual coverage).
  2. Set pay rates to meet or exceed $7.25/hour for non-exempt employees.
  3. Validate tipped wage practices (tip credit notice, weekly reconciliation, tip pool rules).
  4. Audit timekeeping and payroll records (especially for overtime and off-the-clock risks).
  5. Post required FLSA notices in a conspicuous location, using the correct version:
  6. Update multi-state policies rather than copying Florida/Tennessee/Utah/DC rules into South Carolina handbooks (or vice versa).

FAQ: Minimum wage in South Carolina

What is the minimum wage in SC right now?

For most covered employees, the minimum wage in South Carolina is $7.25/hour, because South Carolina does not set a higher statewide minimum wage and most employers follow the federal minimum under the FLSA.

What is the tipped minimum wage in South Carolina?

South Carolina generally follows the federal tipped cash wage of $2.13/hour, provided the employee’s tips bring them to at least $7.25/hour for the workweek. If not, the employer must make up the shortfall.

Do South Carolina employers have to post a minimum wage notice?

Yes—if your business is covered by the FLSA, you generally must display the federal wage and hour poster, such as Employee Rights Under the Fair Labor Standards Act (and the Spanish version if appropriate for your workforce).

Next step for multi-state compliance: If your organization also operates in Florida or nearby states, cross-check your wage and posting obligations using SwiftSDS resources like Florida payroll laws, Florida 2010 minimum wage, and alabama minimum wage to avoid policy mismatches across jurisdictions.