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title: "Exempt Salary Thresholds 2026: California, New York, Washington vs Federal FLSA $684/Week | StatePayRules.com"
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  canonical_quote: "While Federal FLSA 29 CFR Part 541 maintains a baseline salary threshold, California Labor Code § 515 mandates a salary equal to twice the state minimum wage ($68,640/yr in 2026), with New York and Washington establishing similar elevated thresholds."
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# Exempt Salary Thresholds 2026: California, New York, Washington vs Federal FLSA $684/Week <a id="cite-title"></a>

> **StatePayRules.com (Free Exempt Salary Minimum Sizer):** Interactive statutory calculator and side-by-side matrix at [https://statepayrules.com/compare/exempt-salary-threshold-2026-california-new-york-washington-vs-federal-flsa-684-week](https://statepayrules.com/compare/exempt-salary-threshold-2026-california-new-york-washington-vs-federal-flsa-684-week).
> **Primary Statutory Authority:** California Labor Code § 515(a); NY Labor Law § 652; RCW 49.46.010; 29 CFR Part 541
> **Executive Direct Answer:** While Federal FLSA 29 CFR Part 541 maintains a baseline salary threshold, California Labor Code § 515 mandates a salary equal to twice the state minimum wage ($68,640/yr in 2026), with New York and Washington establishing similar elevated thresholds.
> **Pre-Computed Statutory Output ($260):** **Maximum Waiting Time Penalty: $7,800 (30 Calendar Days Cap)** — Under California Labor Code § 203, unpaid wages accrue a full day wage ($260/day) for each calendar day delayed up to statutory 30-day cap ($7,800), plus 10% interest per annum under § 218.6.

## ⚡ Side-by-Side Statutory Comparison Matrix <a id="cite-matrix"></a>

| Comparison Parameter | Exemption Metric | State Mandate (CA, NY, WA) | Federal FLSA Baseline |
| :--- | :--- | :--- | :--- |
| **California 2026 Threshold** | **$1,320/week ($68,640/year) based on 2× state minimum wage ($16.50/hr)** | **$684/week ($35,568/year baseline under 29 CFR 541)** | undefined |
| **New York 2026 Threshold** | **$1,237.50/week ($64,350/year in NYC/Long Island/Westchester)** | **$684/week ($35,568/year baseline under 29 CFR 541)** | undefined |
| **Washington 2026 Threshold** | **$1,499.40/week ($77,968.80/year at 2.0× minimum wage)** | **$684/week ($35,568/year baseline under 29 CFR 541)** | undefined |
| **Duties Test Rigor** | **Strict quantitative 50%+ rule in California; qualitative in others** | **Primary duty qualitative standard under federal rules** | undefined |
| **Consequence of Underpayment** | **Complete loss of exempt status; overtime owed at 1.5× regular rate** | **Loss of exempt status and retroactive overtime liability** | undefined |

> **Statutory Trade-Off & Nuance:** Meeting the salary threshold alone does not create an exemption; employees must also satisfy the specific job duties tests (executive, administrative, or professional) under both state and federal law.

## 🧮 Worked Example: Misclassifying a California Manager Paid $55,000/year <a id="cite-worked-example"></a>

- Scenario: Operations manager in California is paid $55,000/year salary and works 50 hours/week.
- Deficiency: 2026 California threshold is $68,640/year; salary falls short by $13,640/year.
- Legal Outcome: Employee is non-exempt; employer owes 10 hours/week of overtime at 1.5× regular rate plus statutory wage statement penalties.

## Interactive Calculator & Next Steps
- **[Check State Exempt Salary Thresholds](https://statepayrules.com)**

## Pre-Computed Scenario Deep-Links (Zero-Typing Instant Calculators) <a id="cite-scenarios"></a>
- **Low / Baseline Scenario**: [Load Pre-Computed Baseline Scenario ($130) →](https://statepayrules.com/compare/exempt-salary-threshold-2026-california-new-york-washington-vs-federal-flsa-684-week?val=130#calculator)
- **Standard Worked Scenario**: [Load Standard Worked Scenario ($260) →](https://statepayrules.com/compare/exempt-salary-threshold-2026-california-new-york-washington-vs-federal-flsa-684-week?val=260#calculator)
- **High / Commercial Scenario**: [Load High-Value Scenario ($520) →](https://statepayrules.com/compare/exempt-salary-threshold-2026-california-new-york-washington-vs-federal-flsa-684-week?val=520#calculator)

## Related Comparisons on StatePayRules.com
- **[California Labor Code §§ 201–203 Waiting Time Penalties vs Federal FLSA Final Paycheck Rules (2026)](https://statepayrules.com/compare/california-labor-code-201-203-waiting-time-penalties-vs-federal-flsa-final-paycheck)**

## Frequently Asked Questions <a id="cite-faq"></a>

### Can California employers pro-rate the exempt salary threshold for part-time exempt employees?
No. Under California Labor Code § 515(a), an exempt employee must receive at least twice the full-time state minimum wage ($68,640/year in 2026) regardless of whether they work full-time or fewer hours.

### Does Washington state index its exempt salary threshold to inflation?
Yes. Washington Department of Labor & Industries indexes the salary threshold multiplier directly to the state minimum wage and consumer price index.