Many state and local jurisdictions across the country will see moderate increases to their minimum wage rate on January 1, 2024. In fact, the current count of jurisdictions with a minimum wage increase on that date is a whopping 63! Most of these changes are the result of laws that provide for an automatic increase in the minimum wage each year tied to the inflation rate. The size of these increases is significantly smaller than those seen last year, when inflation rates were sky high. Many of the increases this year are in range of 40 to 60 cents per hour.

After these increases go into effect, the highest minimum wage in the country will be $19.06 in SeaTac, Washington, although this rate only applies to employers in the transportation and hospitality industries. The highest minimum wage rate that applies to all industries is in nearby Tukwila, Washington, where the minimum wage will increase to $18.99.Unfortunately, even after these minimum wage increases go into effect on January 1st, the minimum wage watch will not go into hibernation until January 1, 2025. Instead, the minimum wage in Sante Fe, New Mexico will increase on March 1, 2024 (Santa Fe has not yet announced what this new rate will be). Then on July 1, 2024, the minimum wage will increase in 20 different locations. Additionally, other jurisdictions will likely enact new minimum wage laws that national employers will need to track in 2024.

Photo of W. Brian Holladay W. Brian Holladay

Brian represents employers in all areas of labor and employment law. As co-chair of the Firm’s National Compliance team, he frequently advises employers on compliance with national, state, and local legal requirements. Brian’s areas of expertise include guiding employers through the disciplinary and…

Brian represents employers in all areas of labor and employment law. As co-chair of the Firm’s National Compliance team, he frequently advises employers on compliance with national, state, and local legal requirements. Brian’s areas of expertise include guiding employers through the disciplinary and termination process, leave and other accommodation requests, pay equity and transparency laws, and fair workweek legislation. Brian drafts employee handbooks and other policies, employment agreements, and restrictive covenants (such as non-compete, non-solicit, and confidentiality agreements).

Brian also defends employers in courts and administrative agencies across the country. Clients rely on Brian for the defense of employment-related claims such as Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Fair Labor Standards Act, and the National Labor Relations Act. Likewise, Brian assists with high-stakes government audits and investigations, including matters before the EEOC, DOL Wage and Hour Division, OFCCP, and OSHA.

Brian has earned a reputation for his expertise in issues related to the use of staffing agencies, including contracting issues, managing co-employment risk, and defending claims filed by staffing agency employees. He also litigates business torts and contract disputes.

Brian grew up in Knoxville, Tennessee. He received his bachelor’s degree, magna cum laude, from Furman University, where he was captain of the Track and Field team.  Prior to joining the firm, Brian served as a law clerk to the Honorable Gerrilyn G. Brill of the United States District Court for the Northern District of Georgia.

Brian earned his J.D., magna cum laude, from Duke University School of Law. He is now a Senior Lecturing Fellow at Duke University School of Law. He teaches a course called A Practitioner’s Guide to Employment Law.

In his free time, Brian enjoys coaching his children’s youth sports teams.

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