| Update Applicable to: | Ballot Date |
| All Portland Employers, Regardless of Size | November 4, 2025 |
What happened?
On August 25, 2025, the Portland City Council voted to place a minimum wage increase initiative on the November 4 ballot, giving voters the final say on a proposal to gradually raise the city’s minimum wage to $20 per hour by 2029.
Overview:
Portland Minimum Wage Initiative – Ballot Overview
- Current minimum wage: $15.50/hour
- Proposed increases:
- $16.50/hour (earliest effective date)
- $17/hour in 2026
- $18/hour in 2027
- $19/hour in 2028
- $20/hour in 2029
- Post-2029: Annual increases tied to the Consumer Price Index (CPI)
Tipped Workers
- No separate increase proposed.
- Employers must ensure total compensation (wages + tips) meets the city’s minimum wage.
- Direct wage for tipped workers: $7.75/hour (starting January 1, 2025).
Applicability
- Applies to all employers, regardless of size.
- A proposed exemption for small businesses was rejected.
Next Steps: Portland voters will decide the measure on November 4, 2025, during the municipal election
Source References
Resources
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Maine PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.