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How much do Grubhub drivers actually make in 2026? Here is something most earnings guides will not tell you: Grubhub drivers earn the highest tips of any delivery platform. Based on data from 7,371 Grubhub drivers tracked through Gridwise in 2025, the median Grubhub driver makes $15.38 per hour in total trip pay -- and tips account for a median of $8.46 per hour, making up over half of total gross earnings. That puts Grubhub ahead of Uber Eats and well above DoorDash on total pay, with a tip income that no other delivery platform matches. Whether you are thinking about signing up or trying to figure out if your current Grubhub earnings are on track, this guide covers everything: hourly pay, per-delivery earnings, tip income, the best times to deliver, how Grubhub compares to other platforms, and strategies to earn more.

Quick Answer -- How Much Do Grubhub Drivers Make Per Hour?

Grubhub drivers earn a median of $15.38 per hour in total trip pay, based on data from 7,371 drivers tracked through Gridwise in 2025. When you include all earnings -- base pay, tips, bonuses, and contribution pay -- the median gross pay rises to $16.17 per hour.

That is the midpoint. Half of all Grubhub drivers earn more, half earn less. The top 25% of Grubhub drivers earn $18.50 or more per hour, and the top 10% clear $22.44 per hour. These are gross earnings before expenses like gas, insurance, and vehicle maintenance.

Here is another way to think about it: the median Grubhub driver earns $9.60 per delivery and completes about 1.61 deliveries per hour. But the real story is tips -- Grubhub drivers earn a median of $5.33 per delivery in tips alone, which is 52% of gross per-delivery pay. No other delivery platform comes close to that tip rate.

Grubhub Earnings Breakdown (2025 Data from 7,371 Drivers)

Here is the full picture of what Grubhub drivers earn, broken down by every metric that matters. All figures are based on 2025 data from Gridwise's network of tracked drivers.

Hourly Earnings

Total trip pay per work hour (base fare + tips combined):

• Average: $16.23/hr
• Median: $15.38/hr
• Top 25% (p75): $18.50/hr
• Top 10% (p90): $22.44/hr

Gross pay per work hour (all earnings including bonuses and contribution pay):

• Average: $17.52/hr
• Median: $16.17/hr
• Top 25% (p75): $19.67/hr
• Top 10% (p90): $24.23/hr

The gap between total trip pay ($15.38 median) and gross pay ($16.17 median) reflects additional income from Grubhub bonuses and contribution pay adjustments. That extra $0.79 per hour may seem small, but over a 30-hour week it adds $24 -- and the contribution pay guarantee means you never earn below a certain floor during scheduled blocks.

Per-Delivery Earnings

How much Grubhub drivers earn per completed delivery:

• Average: $9.81 per delivery
• Median: $9.60 per delivery
• Top 25% (p75): $10.85 per delivery
• Top 10% (p90): $12.21 per delivery

Gross pay per delivery (including all bonuses and contribution pay):

• Average: $10.66 per delivery
• Median: $9.92 per delivery
• Top 25% (p75): $11.62 per delivery
• Top 10% (p90): $13.54 per delivery

Grubhub per-delivery earnings are notably consistent. The spread between median ($9.60) and top 10% ($12.21) is tighter than on most platforms, meaning deliveries are more uniform in value. You are less likely to get stuck with low-paying orders, partly because Grubhub shows you the full payout including tip before you accept.

Deliveries Per Hour

• Average: 1.68 deliveries per hour
• Median: 1.61 deliveries per hour
• Top 25% (p75): 1.90 deliveries per hour
• Top 10% (p90): 2.23 deliveries per hour

Grubhub delivery throughput is solid at 1.61 per hour, slightly below Uber Eats (1.70) but above DoorDash (1.51). Top 10% Grubhub drivers complete over two deliveries per hour, which combined with the platform's high tips per delivery makes for strong hourly earnings.

Track your real Grubhub earnings automatically with Gridwise -- see exactly how much you make per hour, per delivery, and in tips. Download free.

How Grubhub Pay Works

Understanding how Grubhub structures driver pay helps you decide which orders to accept and how to schedule your shifts. Grubhub delivery pay has several components, and a few features set it apart from DoorDash and Uber Eats.

Base Pay

Every Grubhub delivery includes a base pay amount calculated from multiple factors: estimated delivery time, mileage from restaurant to customer, and order desirability. Base pay typically ranges from $3 to $7 before tips, depending on distance and complexity. Grubhub's algorithm adjusts pay upward for longer deliveries and orders that have been declined by other drivers.

Tips

Tips are the biggest component of Grubhub driver pay -- and the main reason Grubhub stands out from competitors. Grubhub shows you the full payout including the customer's tip before you accept in most markets. This transparency lets drivers cherry-pick high-tip orders. Grubhub also prompts customers with suggested tip amounts at checkout, which drives higher tipping rates. We break down tip earnings in detail in the next section.

Contribution Pay Guarantee

This is unique to Grubhub. When you work a scheduled block, Grubhub guarantees a minimum earnings floor. If your total earnings during that block fall below the guaranteed minimum (which varies by market), Grubhub pays the difference. This means scheduled blocks carry less downside risk than working off-block -- if orders are slow, you still get paid.

The catch: contribution pay requires you to accept a certain percentage of orders during your block. If you decline too many, you lose the guarantee. This creates a trade-off between cherry-picking high-value orders and maintaining the safety net.

Scheduling Blocks and Priority

Grubhub uses a scheduling system where drivers sign up for delivery blocks in advance. Drivers with higher program levels (based on acceptance rate, attendance, and order volume) get earlier access to the most desirable blocks. Working on-block gives you priority for order dispatch over drivers who are just toggling available without a scheduled block.

New Ownership Under Wonder

In 2024, Grubhub was acquired by Wonder, a food technology company. The new ownership has been integrating Grubhub into a broader food delivery and virtual restaurant ecosystem. For drivers, the day-to-day experience has remained largely the same, but it is worth monitoring for potential changes to pay structure or incentives as the integration continues. If you are considering signing up, check the current Grubhub driver requirements to make sure you qualify.

How Much Do Grubhub Drivers Make in Tips?

Tips are the headline story for Grubhub. No other delivery platform in our dataset comes close to Grubhub's tip earnings, and understanding this changes how you should think about the platform.

Tip Earnings Per Delivery

• Average: $5.45 per delivery
• Median: $5.33 per delivery
• Top 25% (p75): $6.42 per delivery
• Top 10% (p90): $7.67 per delivery

Tip Earnings Per Hour

• Average: $9.17/hr
• Median: $8.46/hr
• Top 25% (p75): $10.99/hr
• Top 10% (p90): $14.52/hr

The numbers tell a striking story. The median Grubhub driver earns $8.46 per hour just in tips. That is more than many gig workers earn in total hourly pay on other platforms. The top 10% of Grubhub drivers earn $14.52 per hour in tips alone -- a full-time income stream from tips without even counting base pay.

Tips Are 52% of Gross Pay

Here is the critical insight: at a median of $8.46/hr in tips against $16.17/hr in gross pay, tips make up 52% of a Grubhub driver's total income. More than half your paycheck comes from customer tips. Compare that to other platforms where tips are a smaller share of total earnings, and you see why Grubhub attracts drivers who are focused on service quality and tip optimization.

Why Grubhub Tips Are the Highest

Several factors drive Grubhub's industry-leading tip rates:

• Generous default tip suggestions: Grubhub's checkout flow suggests higher tip amounts than most competitors, anchoring customers toward larger tips
• Customer demographics: Grubhub has historically attracted a slightly more affluent customer base, particularly in urban markets, which correlates with higher tipping
• Pre-delivery tipping: Customers set their tip when placing the order, before the delivery happens. This means drivers see the tip upfront and can prioritize high-tip orders
• Food order anchoring: Tips are often a percentage of the food total. Grubhub orders tend to have higher average order values, which drives higher dollar-amount tips

How to Maximize Your Grubhub Tips

Since tips represent over half of your total earnings, even small improvements in tip rates compound quickly:

• Prioritize high-tip offers: Since Grubhub shows tips upfront, be selective about which orders you accept. A $12 order with a $7 tip is more valuable than a $9 order with a $2 tip
• Deliver fast and communicate: Send a quick message when you pick up the order. Customers who feel informed tip more on future orders and are less likely to reduce tips post-delivery
• Use insulated bags: Hot food arriving hot is the single biggest driver of repeat tips and positive ratings
• Follow delivery instructions precisely: Grubhub customers who set specific instructions (leave at door, call on arrival) expect them followed exactly

Best Times to Deliver for Grubhub (Earnings by Day and Time)

When you deliver matters as much as how you deliver. Gridwise tracks delivery earnings across all major platforms by day of week and time block. While this data covers all delivery platforms combined, the peak windows apply directly to Grubhub since food delivery demand follows the same meal-driven patterns. Here is what the data shows for average gross earnings per hour.

Dinner Rush Dominates (6pm-8pm)

The highest-earning window for delivery drivers is the dinner rush from 6pm to 8pm, every single day of the week. Weekend dinners pay the most:

• Sunday 6-8pm: $18.28/hr (the single highest-paying time block)
• Saturday 6-8pm: $17.48/hr
• Friday 6-8pm: $17.42/hr
• Thursday 6-8pm: $16.29/hr
• Wednesday 6-8pm: $16.27/hr
• Monday 6-8pm: $15.97/hr
• Tuesday 6-8pm: $15.67/hr

Sunday dinner is the undisputed peak for delivery earnings. The $18.28/hr average is 29% higher than the lowest-earning time blocks during the week. If you can only schedule one Grubhub block per week, make it Sunday evening.

Afternoon Rush (3pm-5pm)

The pre-dinner window is the second-best time block on most days as early dinner orders and snack deliveries increase:

• Sunday 3-5pm: $17.27/hr
• Saturday 3-5pm: $16.45/hr
• Friday 3-5pm: $16.10/hr

Late Night Pays Surprisingly Well (12am-5am)

One surprising finding: late-night and early morning hours pay well above average. The 3am-5am window averages $16-$17/hr across most days, and midnight to 2am consistently outperforms midday hours:

• Sunday 3-5am: $17.12/hr
• Saturday 3-5am: $16.73/hr
• Sunday 0-2am: $16.70/hr

Late-night orders tend to have higher base pay because fewer drivers are available, and customers ordering food at 2am often tip generously. For Grubhub drivers specifically, late-night blocks can be highly profitable given the platform's already high tip rates.

Avoid Midweek Midday

The lowest-earning times are consistently Tuesday through Thursday from 9am to 2pm:

• Tuesday 12-2pm: $14.17/hr (the lowest time block)
• Tuesday 9-11am: $14.25/hr
• Thursday 9-11am: $14.43/hr
• Wednesday 9-11am: $14.64/hr

The difference between the best and worst time blocks is over $4 per hour. Over a 20-hour delivery week, choosing the right shifts versus the wrong ones is the difference between $365 and $285 -- an extra $80 per week or $4,000+ per year.

Gridwise shows you the best times to deliver in your specific market with real-time earnings data. Download the free app to find your highest-paying Grubhub hours.

How to Earn More on Grubhub

The difference between the median Grubhub driver ($15.38/hr) and the top 10% ($22.44/hr) is over $7 per hour. That gap is not luck -- it is strategy. Here is what separates top Grubhub earners from the average driver.

Schedule Blocks Strategically

Grubhub's scheduling system rewards drivers who plan ahead. Focus your blocks on the highest-paying windows:

• Must-schedule: Friday, Saturday, and Sunday dinner rush (6-8pm)
• High-value: Weekend afternoons (3-5pm) and late nights (12-2am)
• Avoid if possible: Tuesday through Thursday midday (9am-2pm)

Higher program levels give you earlier access to popular blocks, so maintaining your driver stats pays off in block selection priority.

Use Contribution Pay as a Floor, Not a Target

Contribution pay is your safety net during slow blocks, not your earnings goal. The guarantee is typically set at a modest hourly rate. Smart drivers treat it as insurance for slow periods while aiming well above the minimum through order selection and efficient routing.

Cherry-Pick High-Tip Orders

Since Grubhub shows you the full payout including tip before you accept, you can be strategic about which orders to take. Prioritize offers where the tip is a large portion of the total -- these tend to come from higher-end restaurants with larger order totals. The trade-off: declining too many orders can hurt your scheduling priority and void contribution pay, so find the balance that works for your market.

Multi-App During Slow Periods

The most effective way to increase your hourly earnings is to run multiple delivery apps simultaneously during off-peak times. When Grubhub is slow, Uber Eats or DoorDash might have orders ready. Key rules for multi-apping:

• Never accept orders from two apps at once -- this delays deliveries and tanks your ratings on both platforms
• Use Grubhub as your primary app during scheduled blocks (to maintain contribution pay eligibility) and toggle others for backup
• Cherry-pick the highest-paying order when multiple offers come in simultaneously
• Track earnings across all apps to know which platform pays best in your market at different times

Position Near Restaurant Clusters

Where you wait between deliveries matters. Park near dense restaurant areas -- shopping centers, downtown strips, food courts -- rather than residential neighborhoods. Being closer to restaurants means faster pickup times and more offers per hour. Top 10% Grubhub drivers complete 2.23 deliveries per hour versus the median 1.61 -- much of that efficiency comes from smart positioning.

Before tax season, make sure you are tracking all deductible expenses. Review our guide to tax deductions for gig workers so you keep more of what you earn.

Grubhub vs DoorDash vs Uber Eats

How does Grubhub stack up against the other major delivery platforms? Here is a side-by-side comparison using real Gridwise data from 2025.

Hourly Pay Comparison

• Grubhub median: $15.38/hr total trip pay, $16.17/hr gross
• Uber Eats median: $14.07/hr total trip pay, $15.03/hr gross
• DoorDash median: $11.26/hr total trip pay

Grubhub pays 9% more than Uber Eats and 37% more than DoorDash on median hourly earnings. That gap is significant -- over a 30-hour week, Grubhub drivers earn roughly $40 more than Uber Eats drivers and $124 more than DoorDash drivers. For the full breakdown of each platform, see our guides on Uber Eats driver earnings and DoorDash driver earnings.

Tips Comparison

This is where Grubhub dominates:

• Grubhub median tip per delivery: $5.33
• Uber Eats median tip per delivery: $3.73

Grubhub tips are 43% higher per delivery than Uber Eats. On an hourly basis, Grubhub drivers earn $8.46/hr in tips versus $6.26/hr for Uber Eats drivers. Over a 30-hour week, that tip premium alone is worth an extra $66.

Throughput Comparison

• Uber Eats: 1.70 deliveries per hour (fastest)
• Grubhub: 1.61 deliveries per hour
• DoorDash: 1.51 deliveries per hour

Uber Eats has a slight throughput advantage at 1.70 deliveries per hour versus Grubhub's 1.61. However, Grubhub more than compensates with higher pay per delivery ($9.60 vs $8.16 median) and significantly higher tips.

Unique Advantage: Contribution Pay

Grubhub is the only major delivery platform that offers a guaranteed minimum earnings floor during scheduled blocks. DoorDash and Uber Eats have no equivalent safety net. For drivers who value income predictability, this is a meaningful differentiator -- especially during slow lunch shifts or bad weather days when order volume drops.

Bottom Line

Grubhub is the highest-paying delivery platform for tip-focused drivers. If you prioritize tip income and want a contribution pay safety net, Grubhub is the strongest choice. For pure throughput speed, Uber Eats has a slight edge. DoorDash pays the least per hour but has the largest market presence, which can mean more consistent order volume in some areas. Many top drivers run all three apps simultaneously -- compare your own numbers on Uber driver earnings across platforms to find your best mix.

Is Grubhub Worth It in 2026?

Grubhub is absolutely worth it for the right type of driver. Here is who benefits most and what to consider.

Grubhub Is Best For

• Tip-focused drivers: If you excel at customer service, deliver quickly, and use insulated bags, Grubhub's industry-leading tips will reward your effort more than any other platform
• Risk-averse drivers: The contribution pay guarantee provides a floor that DoorDash and Uber Eats simply do not offer. During slow periods, you are still getting paid
• Strategic schedulers: Drivers who plan their blocks around peak times and maintain high program levels get the best order flow and highest earnings
• Multi-appers: Grubhub works well as a primary app during scheduled blocks, with DoorDash or Uber Eats running in the background for off-block hours

What to Watch

• Wonder acquisition: Grubhub's 2024 acquisition by Wonder is still being integrated. Pay structure and driver incentives could evolve as the new ownership puts its stamp on the platform
• Market availability: Grubhub's market footprint is smaller than DoorDash or Uber Eats. In some areas, order volume may be lower, which makes multi-apping more important
• Acceptance rate trade-offs: Declining too many orders hurts your scheduling priority and contribution pay eligibility. You need to balance cherry-picking with maintaining your driver stats

The Verdict

At a median of $15.38/hr with the highest tips of any delivery platform and a built-in pay guarantee, Grubhub is a strong choice for delivery drivers in 2026. The ideal approach: use Grubhub as your primary delivery app during scheduled blocks and supplement with other platforms during off-peak hours. Track your actual earnings to see how your numbers compare to these benchmarks.

FAQ

Can you make $1,000 a week on Grubhub?

At the median gross pay of $16.17/hr, you would need approximately 62 hours per week to earn $1,000. At p75 ($19.67/hr), that drops to about 51 hours. It is possible, but it requires consistently high volume and working peak time blocks. Most drivers who hit $1,000 per week are multi-apping across Grubhub, Uber Eats, and DoorDash.

Does Grubhub pay more than DoorDash?

Yes, significantly. Based on Gridwise data from 2025, Grubhub drivers earn a median of $15.38/hr in total trip pay compared to $11.26/hr for DoorDash -- that is 37% more per hour. Grubhub also has dramatically higher tips at $5.33 per delivery versus DoorDash. For the full DoorDash breakdown, see our DoorDash driver earnings guide.

How much do Grubhub drivers make in tips?

Grubhub drivers earn a median of $5.33 per delivery and $8.46 per hour in tips -- the highest of any delivery platform tracked by Gridwise. Tips represent 52% of total gross hourly pay, meaning more than half your income on Grubhub comes from customer tips. Top 10% drivers earn $14.52/hr in tips alone.

What is Grubhub contribution pay?

Contribution pay is Grubhub's minimum earnings guarantee during scheduled delivery blocks. If your total earnings during a block fall below the guaranteed minimum for your market, Grubhub pays the difference. To qualify, you must accept a certain percentage of orders during your block. It is essentially a safety net for slow periods that no other major delivery platform offers.

Is Grubhub better than Uber Eats?

Grubhub pays slightly more per hour ($15.38/hr median vs $14.07/hr for Uber Eats) and has significantly higher tips ($5.33 vs $3.73 per delivery). Grubhub also offers contribution pay, which Uber Eats does not. However, Uber Eats has faster delivery throughput (1.70 vs 1.61 deliveries/hr) and broader market availability. Many drivers run both apps to maximize earnings. See our full Uber Eats driver earnings breakdown for details.

Conclusion

Grubhub drivers earn a median of $15.38 per hour in total trip pay and $16.17 per hour in gross pay, based on data from 7,371 drivers tracked through Gridwise in 2025. But the real headline is tips: Grubhub drivers earn a median of $5.33 per delivery and $8.46 per hour in tips -- the highest of any delivery platform. Tips account for 52% of gross pay, making Grubhub the top choice for drivers who deliver with speed and quality.

Combined with the contribution pay guarantee that provides a minimum earnings floor during scheduled blocks, Grubhub offers a compelling package for delivery drivers in 2026. Whether you use it as your primary app or pair it with Uber Eats and DoorDash in a multi-app strategy, the data shows Grubhub consistently delivers strong pay.

Download Gridwise free to track your Grubhub earnings automatically. See your real hourly pay, tip income, and how you compare to other drivers in your market. Start optimizing your delivery strategy today.

Starbucks pays most baristas between $15 and $24 per hour, with a company minimum of $15 per hour set in 2022 and a stated goal of averaging $17 per hour across all U.S. company-operated stores -- a target the company reached by late 2022. Most stores now average $17 to $19 per hour for baristas depending on market. What separates Starbucks from nearly every other food and beverage employer is its benefits package: part-time workers at company-operated stores get full medical, dental, and vision coverage, a free pound of coffee or tea every week, a 30% employee discount, stock grants through the Bean Stock program, and full tuition coverage for an online degree at Arizona State University. This guide covers pay by position and state, how Starbucks compares to Dunkin', Dutch Bros, and Panera, what the full benefits picture looks like, and how the hiring process works.

What Does Starbucks Pay Per Hour?

Here is a quick snapshot of what Starbucks pays for its most common positions in 2026:

• Barista: $15–$24/hr -- national average approximately $17–$18/hr; California average approximately $21/hr; New York City average approximately $22–$23/hr; pay varies by market, experience, and tenure
• Shift Supervisor: $18–$25/hr -- average approximately $20–$21/hr; responsible for store operations during their shift, barista coaching, and opening/closing procedures
• Assistant Store Manager: $50,000–$75,000/yr -- average approximately $60,000/yr; supports store operations, staff development, and operational execution
• Store Manager: $55,000–$100,000/yr -- average approximately $75,000/yr including bonus; responsible for full store performance, staffing, and financial targets
• Regional Director: $100,000–$150,000/yr -- district and regional level leadership; almost exclusively promoted from within the Store Manager track

Starbucks' company-wide minimum wage for U.S. company-operated stores is $15 per hour, set in 2022. The company's stated average barista wage across all markets is $17/hr. Note: this minimum and the associated benefits apply only to company-operated stores -- licensed stores (in airports, Target locations, grocery stores, and universities) are operated by licensees and pay and benefits will differ.

Starbucks Hourly Pay by Position

Starbucks operates two distinct store types that affect pay and benefits significantly. Company-operated stores are owned and run by Starbucks corporate -- they have the full benefits package and corporate pay rates. Licensed stores are operated by partners like Target, Kroger, or airport concessionaires under a licensing agreement -- employees at these locations are not Starbucks employees and do not receive Starbucks corporate benefits. When evaluating Starbucks pay, confirm which type of store you are applying to.

Entry-Level Roles

• Barista: $15–$24/hr -- average approximately $17–$18/hr nationally; responsible for beverage preparation, customer service, register, and store maintenance; the core role at Starbucks; cross-training on all station types (bar, register, warming) is expected within the first few months; experienced baristas and those in high-cost markets earn at the top of this range

Skilled and Specialized Roles

• Shift Supervisor: $18–$25/hr -- average approximately $20–$21/hr nationally; manages baristas during their shift, handles cash and opening/closing duties, resolves customer issues, and acts as the on-duty leader in the absence of a Store Manager or ASM; the primary advancement step from barista
• Coffee Master / Coffee Ambassador: Recognition designation rather than a separate pay band at most stores -- baristas who complete the Coffee Master program demonstrate advanced product knowledge and are recognized internally, but the pay impact varies by store and manager

Management Roles

• Assistant Store Manager: $50,000–$75,000/yr -- average approximately $60,000/yr; oversees store operations in the Store Manager's absence, manages staff scheduling and development, handles inventory, and drives sales performance; typically a salaried role
• Store Manager: $55,000–$100,000/yr -- average approximately $75,000/yr including annual performance bonus; full responsibility for store P&L, staff, and operational quality; Starbucks has a defined internal path from Shift Supervisor to ASM to Store Manager; the bonus component can add $5,000–$20,000/yr depending on store performance
• Regional Director: $100,000–$150,000/yr -- oversees a portfolio of stores; total compensation includes salary, bonus, and Bean Stock equity grants; almost exclusively filled through internal promotion

Starbucks Pay by State

Starbucks' $15/hr company minimum applies to all U.S. company-operated stores, but competitive labor markets and state wage laws push pay significantly above that floor in high-cost states. Starbucks is one of the most geographically diverse employers in the country, with stores in nearly every market -- and pay varies accordingly.

Higher-Paying States

• California: Baristas average approximately $21/hr; California's state minimum wage and the highly competitive coffee and food service labor market push Starbucks pay well above the national average; Bay Area and Los Angeles locations often pay at or near the top of the California range; Starbucks' company minimum of $15/hr is well below California's floor in practice.
• New York / New York City: Baristas average approximately $22–$23/hr in NYC; New York's $16/hr statewide minimum and New York City's exceptionally competitive labor market make this one of the highest-paying Starbucks markets nationally; NYC locations also have a high density of unionized stores, where wage terms may differ from non-union stores.
• Washington State: Baristas average $19–$23/hr; Washington's $16.28/hr state minimum and Seattle's status as Starbucks' home market mean Seattle-area stores are among the best-paying in the system.
• Colorado / Connecticut: Both states have minimum wages above $14/hr, pushing Starbucks barista pay to $18–$21/hr in these markets -- above the national average for comparable roles.

Lower-Paying States

In states that follow the federal minimum wage of $7.25/hr -- such as Mississippi, Alabama, and Georgia -- Starbucks' $15/hr company minimum is the effective starting wage for all baristas. Most locations in these markets pay $15–$17/hr for baristas, which is still above most competing coffee and food service employers in the same market. To find the pay range for a specific Starbucks location, check open postings at starbucks.com/careers -- each listing includes a location-specific pay range.

How Does Starbucks Pay Compare to Similar Employers?

Starbucks sits at the top of the coffee and fast-casual pay spectrum for hourly workers, though Dutch Bros and some independent coffee shops in specific markets are competitive. Where Starbucks most clearly differentiates is on total compensation -- the medical benefits for part-time workers and the ASU tuition program are unmatched by most direct competitors.

• Dunkin': $12–$17/hr for crew -- primarily franchise-operated; pay is set by individual franchise owners and is generally well below Starbucks in comparable markets; no comparable benefits package for part-time workers
• Dutch Bros: $14–$20/hr for broistas -- Dutch Bros pays competitively in its western U.S. markets and has been expanding aggressively; starting wages are below Starbucks in most markets, but the company culture and tip potential attract strong worker loyalty
• Panera Bread: $13–$19/hr for associates -- competitive at the top of the range with Starbucks baristas in some markets; Panera's benefits are less comprehensive than Starbucks for part-time workers; pay is generally lower for comparable roles
• Tim Hortons: $12–$17/hr for crew -- primarily franchise-operated in the U.S.; pay is franchise-dependent and generally below Starbucks in comparable markets; Canadian market pay is different and not applicable here

Starbucks' most significant competitive advantage is not hourly pay alone -- it is the combination of part-time medical coverage, the ASU degree program, Bean Stock equity, and the coffee/tea weekly benefit. For workers comparing service industry to retail, the Home Depot pay guide provides useful context on how benefits packages compare at a large national employer with a similarly broad footprint.

Starbucks Employee Benefits

Pay is only part of the picture -- and at Starbucks, the benefits story is the defining competitive advantage for hourly workers. The standout is medical insurance for part-time employees working 20 or more hours per week. This is rare in the food and beverage industry and makes Starbucks a meaningfully different employer from a total compensation standpoint.

Part-Time Employees (20+ hours per week)

• Medical, dental, and vision insurance: Full, subsidized coverage for part-time employees working 20 or more hours per week -- Starbucks is one of the only major food service or coffee employers to offer this; coverage is available through Starbucks' own health plan with company subsidy
• Bean Stock (RSUs): Starbucks awards restricted stock units to eligible employees annually through the Bean Stock program; this provides part-time workers with equity participation that is extremely rare at the hourly level in any industry
• Free pound of coffee or tea per week: All employees receive one free pound of Starbucks coffee or a box of tea every week, regardless of hours worked
• 30% employee discount: Applies to food and beverages at any Starbucks location; one of the stronger merchandise discounts in the food service industry
• Starbucks College Achievement Plan (ASU Online): Full tuition coverage for an online bachelor's degree at Arizona State University through the Starbucks College Achievement Plan -- applies to part-time workers; covers full tuition regardless of major, not just selected programs; this is one of the most comprehensive education benefits in any industry at the hourly level
• Free Spotify Premium subscription: Available to all U.S. employees as part of Starbucks' entertainment partnership

Full-Time Employees

• All part-time benefits, plus:
• 401(k) with 5% company match: Starbucks matches employee contributions up to 5% of eligible compensation; the match vests over time; available after meeting eligibility requirements
• Paid time off: Full-time employees accrue PTO at a higher rate; accrual increases with tenure
• Paid parental leave: Available to full-time employees for qualifying birth, adoption, or foster events; specific terms depend on role and tenure
• Life and disability insurance: Basic coverage provided at no cost; supplemental coverage available for purchase

Getting Hired at Starbucks

Starbucks is a competitive employer in most urban markets -- the combination of pay, benefits, and brand name means the company receives more qualified applicants than many food service employers. The process is more structured than fast food but moves faster than most corporate retail.

• Where to apply: starbucks.com/careers -- filter by location and role; applications include work history, availability, and behavioral questions; the process takes approximately 20–30 minutes
• Timeline: One to three weeks from application to offer for barista roles; high-demand urban markets may take longer due to applicant volume; stores with immediate openings can move faster
• Interview format: One to two interview rounds for barista positions; expect behavioral questions focused on customer service situations, teamwork, and values alignment with Starbucks culture ("Tell me about a time you created a great customer experience"); a second round with the Store Manager is common in competitive markets
• Background check: Required for all positions; reviewed on a case-by-case basis; a prior record does not automatically disqualify candidates
• Drug test: No pre-employment drug test for store-level barista and management roles -- this is consistent across Starbucks company-operated locations; notable for workers who have been subject to pre-employment screening at other employers
• Unionization note: Workers United has organized over 400 Starbucks stores as of 2024; in unionized stores, wage rates, scheduling, and certain working conditions may be subject to collective bargaining agreements that differ from non-union corporate policy; if you are applying to a location where union status matters to you, check publicly available union election records for that specific store

Frequently Asked Questions

Does Starbucks pay weekly or biweekly?

Starbucks pays on a biweekly schedule -- every two weeks -- at all U.S. company-operated stores. The specific payday is consistent within each store's region; your store manager can confirm the exact pay date schedule before you start.

What is Starbucks' starting wage in 2026?

Starbucks' company-wide minimum is $15 per hour for all U.S. company-operated stores. The company's stated average barista wage is approximately $17/hr nationally, meaning most baristas start above the $15/hr floor. In California, baristas average around $21/hr due to state law. In New York City, the average runs $22–$23/hr. Starting wage at your specific location will be included in the job posting at starbucks.com/careers.

Does Starbucks give raises?

Starbucks conducts annual performance reviews for baristas, with merit-based raises tied to performance and market conditions. The company has made multiple systemwide wage investments since 2020, which have periodically added dollars-per-hour increases across all U.S. company-operated stores rather than just through individual reviews. In unionized stores, wage progression may follow collectively bargained schedules. The most reliable path to a significant pay increase is advancing to Shift Supervisor ($18–$25/hr) from barista ($15–$24/hr).

Does Starbucks offer benefits to part-time workers?

Yes -- this is one of Starbucks' most significant differentiators. Part-time employees working 20 or more hours per week at company-operated stores are eligible for full medical, dental, and vision coverage with Starbucks subsidy. They also receive Bean Stock equity grants, the free weekly pound of coffee or tea, the 30% employee discount, and access to the ASU degree program. This is uncommon in food service -- most QSR and coffee employers reserve health insurance for full-time-only workers.

What is the Starbucks ASU program?

The Starbucks College Achievement Plan is a partnership with Arizona State University that covers 100% of tuition for an online bachelor's degree for eligible Starbucks employees. Unlike tuition reimbursement (where you pay first and get repaid), Starbucks' program pays ASU directly -- you do not take on debt. The program covers over 140 degree programs offered through ASU Online, with no restriction on major. It is available from day one of employment for both part-time and full-time employees at company-operated stores. Thousands of Starbucks employees have completed degrees through this program since its launch.

Do licensed Starbucks stores (in Target, airports, etc.) pay the same as company stores?

No. Licensed Starbucks locations -- stores operated by Target, Kroger, Sodexo, and other licensees inside airports, universities, and grocery stores -- are not Starbucks corporate employees. They are employed by the licensee operator and receive that company's pay rates and benefits, not Starbucks' package. Pay at licensed stores is generally lower, and the benefits package -- particularly the medical for part-time workers and Bean Stock -- does not apply. When applying, confirm whether the store is company-operated or licensed; this information is typically visible in the job posting.

Pay rates at Starbucks change throughout the year. Enter your email below to get a free weekly update when Starbucks adjusts wages in your area -- we track changes by role and state so you always have current numbers.

Chipotle pays most crew members between $15 and $22 per hour, with a company minimum of $15 per hour set in 2022 and most markets paying above that floor due to labor market competition. What distinguishes Chipotle from most quick-service employers is not just the pay -- it is the combination of a transparent internal promotion path, an industry-leading debt-free college degree benefit, and General Manager compensation that reaches $75,000 to $100,000 per year including bonuses. This guide covers pay by position and state, how Chipotle compares to Qdoba, Panera, and Shake Shack, what the benefits package includes, and how to get hired.

What Does Chipotle Pay Per Hour?

Here is a quick snapshot of what Chipotle pays for its most common positions in 2026:

• Crew Member: $15–$22/hr -- national average approximately $17/hr; all crew are cross-trained on every station including grill, prep, line, and cashier; California average is approximately $21/hr following the FAST Act
• Apprentice (Kitchen Manager in training): $18–$26/hr -- average approximately $21/hr; the first management step at Chipotle; Apprentices are crew members being developed for Kitchen Manager responsibility
• Restaurateur / General Manager: $75,000–$100,000/yr -- average approximately $85,000/yr including performance bonus; one of the highest General Manager compensation packages in the QSR industry
• Field Leader (District Manager): $90,000–$125,000/yr -- oversees a region of Chipotle restaurants; typically promoted from Restaurateur
• California Crew (post-FAST Act): ~$21–$23/hr -- AB 1228 set a $20/hr fast food minimum in California effective April 2024; Chipotle pays at or above this floor in California markets

Chipotle's company-wide minimum wage is $15 per hour, established in 2022. Most markets pay above this floor; the $15/hr figure functions as the baseline, not the typical starting rate.

Chipotle Hourly Pay by Position

Chipotle's workforce model is unusually flat for a restaurant chain. The company does not have separate cook, cashier, or prep designations at the crew level -- every crew member is trained on every station. Advancement follows a defined path from crew to Apprentice to Restaurateur, with each step carrying a meaningful pay increase.

Entry-Level Roles

• Crew Member: $15–$22/hr -- average approximately $17/hr nationally; handles all restaurant stations including grill and prep cooking, assembly line, cashier, and customer interactions; Chipotle trains all crew on all positions within the first 60–90 days; no prior restaurant experience required

Skilled and Specialized Roles

• Apprentice (Kitchen Manager in Training): $18–$26/hr -- average approximately $21/hr; this is Chipotle's internal management development role; Apprentices are actively being trained for Kitchen Manager duties including food safety oversight, crew scheduling, inventory management, and shift leadership; advancement to Apprentice is typically offered to crew members who demonstrate performance and reliability within 6–12 months
• Kitchen Manager (Service and Kitchen): $20–$28/hr -- manages restaurant operations for either the kitchen or service side; reports to the Restaurateur; a key step in the management ladder between Apprentice and General Manager

Management Roles

• Restaurateur / General Manager: $75,000–$100,000/yr -- average approximately $85,000/yr including performance bonus; responsible for the full restaurant P&L, staffing, food safety, and customer experience; Chipotle's GM title "Restaurateur" reflects the company's philosophy of treating GMs as small business owners within the system; bonus potential is tied to sales growth and operational metrics; total comp at high-volume locations can exceed $100,000/yr
• Field Leader: $90,000–$125,000/yr -- district-level manager overseeing multiple restaurants; almost exclusively promoted from within the Restaurateur track

Chipotle Pay by State

Chipotle's $15/hr company minimum applies nationwide, but state and local minimum wage laws -- and the competitive pressure to attract workers in tight labor markets -- push wages above that floor in most urban and high-cost markets.

Higher-Paying States

• California: Crew members average approximately $21–$23/hr following AB 1228, which established a $20/hr minimum for fast food workers at chains with 60+ locations nationwide, effective April 2024; Chipotle's California locations are fully subject to this law; Bay Area and Los Angeles locations often pay at the top of the California range.
• New York / New York City: Crew members average approximately $19–$22/hr; NYC's fast food minimum wage provisions and the city's competitive labor market push Chipotle pay above the national average; NYC is one of Chipotle's highest-volume markets.
• Washington State: Associates average $19–$22/hr; Washington's $16.28/hr state minimum and Seattle's competitive QSR labor market keep crew wages well above the national average.
• Colorado / Connecticut: State minimums above $14/hr push Chipotle crew pay to $17–$20/hr in these markets; both states are above the national average for Chipotle crew compensation.

Lower-Paying States

In states that default to the federal minimum of $7.25/hr -- such as Mississippi, Alabama, and South Carolina -- Chipotle's $15/hr company minimum sets the effective floor for crew wages. Most locations in these markets start crew at $15–$17/hr. To find the specific pay range at a Chipotle location near you, check open positions at jobs.chipotle.com -- each listing includes location-specific pay ranges.

How Does Chipotle Pay Compare to Similar Employers?

Chipotle sits at the upper end of the fast-casual pay spectrum, consistently paying above most traditional QSR competitors for comparable crew roles. Its General Manager compensation is among the highest in the industry. Here is how it compares:

• Qdoba: $13–$18/hr for crew -- Chipotle's closest concept competitor; Qdoba's crew pay is meaningfully lower than Chipotle's national average; Qdoba also changed ownership in 2021, and pay practices have varied by market since then
• Moe's Southwest Grill: $12–$17/hr for crew -- mostly franchise-operated; lower pay floor and less consistent benefits than Chipotle; no comparable education benefit
• Panera Bread: $13–$19/hr for associates -- competitive at the top of the range with Chipotle in some markets; Panera's "Sip Club" associate benefit and focus on bakery-cafe culture attract a different worker profile; pay is generally below Chipotle at the crew level
• Shake Shack: $16–$22/hr for team members -- the closest direct competitor to Chipotle on hourly pay; Shake Shack's urban-heavy footprint means most locations pay at or above the state minimum floors; comparable crew pay in shared markets
• McDonald's: $10–$18/hr for crew -- Chipotle's $17/hr national average exceeds McDonald's crew pay in most markets; McDonald's franchise variability means the range is wide, but the typical starting wage is below Chipotle in comparable markets

Chipotle's advantage is clearest when you look beyond hourly crew pay to the full picture: debt-free college degrees, a $85,000/yr average for General Managers, and a defined promotion path from crew to management that has been well-documented internally. For workers comparing restaurant to retail, the Home Depot pay guide covers how skilled-trades advancement works in a comparable context -- Home Depot's Pro Desk and Department Supervisor path shares some structural similarities with Chipotle's Apprentice-to-Restaurateur track.

Chipotle Employee Benefits

Pay is only part of the picture -- Chipotle's benefits package is among the strongest in the QSR sector, particularly for the debt-free degree program and 401(k) match. Free meals during shift and no pre-employment drug test are also notable for crew-level workers.

Part-Time Employees

• Free meals during shift: Crew members receive a free meal during every shift; this is standard across all Chipotle locations
• Tuition assistance (debt-free degrees): Chipotle's debt-free degree program through Guild Education is available to part-time employees; the program covers full tuition at partner schools for online bachelor's degree programs; this is one of the most generous education benefits in the restaurant industry and applies to PT workers, not just FT
• 401(k) participation: Part-time employees can participate in the 401(k) plan after one year of service, though the full employer match terms apply primarily to full-time employees
• Employee assistance program: Access to confidential mental health, financial planning, and legal resources

Full-Time Employees

• Medical, dental, and vision insurance: Subsidized coverage available after 120 days of full-time employment; Chipotle contributes a portion of the premium
• 401(k) with 100% match up to 4% of eligible compensation: Chipotle matches employee contributions dollar-for-dollar up to 4% of eligible compensation after one year of service; this is a strong match by QSR standards
• Paid time off: Full-time employees accrue PTO; rate increases with tenure
• Debt-free degree program: Full-time employees have access to the same Guild Education partnership as part-time employees -- full tuition coverage for online bachelor's programs at partner institutions; this benefit has helped Chipotle attract workers who want to advance their education while employed
• Free meals during shift: Applies to all employees regardless of status
• Paid sick leave: Chipotle provides paid sick leave in compliance with all applicable state and local laws; some markets receive more generous terms than the legal minimum

Getting Hired at Chipotle

Chipotle's hiring process is fast and designed for high-volume crew recruitment. The company promotes heavily from within, so most management roles are filled internally -- but crew hiring is continuous and efficient.

• Where to apply: jobs.chipotle.com -- applications include availability, work history, and basic questions about fit; the process takes approximately 15–20 minutes; in-store inquiries are also accepted at most locations
• Timeline: Crew positions typically move from application to offer within one week -- sometimes faster at high-volume locations that are actively hiring
• Interview format: One round for most crew positions -- a brief in-person conversation with a manager covering availability, reliability, and why you want to work at Chipotle; behavioral questions are standard ("Tell me about a time you worked under pressure"); no technical skills assessment is required for crew
• Background check: Yes -- a standard background check is required; Chipotle reviews results on a case-by-case basis; a prior record does not automatically disqualify candidates
• Drug test: No pre-employment drug test for restaurant-level crew and management roles -- this is a notable differentiator relative to many retail and warehouse employers
• Internal promotion: Chipotle's crew-to-Restaurateur path is formalized and actively encouraged; most Apprentice and Kitchen Manager openings are filled from the crew ranks; demonstrating reliability and cross-training proficiency are the primary criteria for advancement consideration

Frequently Asked Questions

Does Chipotle pay weekly or biweekly?

Chipotle pays on a biweekly schedule -- every two weeks. Pay cycles are consistent across Chipotle's company-operated locations (which represent the vast majority of its U.S. restaurants). Your restaurant manager can confirm the specific payday schedule at your location.

What is Chipotle's starting wage in 2026?

Chipotle's company-wide starting minimum is $15 per hour, but most markets pay above this floor. The national average for crew members is approximately $17/hr. In California, crew members start at $20/hr or above due to the FAST Act. In New York and Washington, starting wages are also above the national average due to state minimum wage laws.

Does Chipotle give raises?

Chipotle conducts semi-annual performance reviews for crew members, with raises tied to performance evaluations and market conditions. This is more frequent than the annual review cycle at many competitors. The most significant pay increases come through promotion -- the jump from Crew Member to Apprentice adds approximately $4–$5/hr nationally, and the jump to General Manager (Restaurateur) dramatically increases total compensation.

What is Chipotle's debt-free degree program?

Chipotle partners with Guild Education to offer full tuition coverage for online bachelor's degree programs at partner schools for both part-time and full-time employees. Unlike tuition reimbursement programs (which require you to pay upfront and get reimbursed), Chipotle's program is billed directly -- meaning employees do not take on debt. This benefit is available from day one of employment, regardless of hours worked. It applies to a defined list of Guild partner schools and degree programs, covering over 100 programs across business, technology, and other fields.

Does Chipotle drug test?

Chipotle does not conduct pre-employment drug tests for restaurant-level crew and management roles. This is a notable policy relative to many retail, warehouse, and food service employers. Background checks are conducted for all positions.

How long does it take to become a manager at Chipotle?

Chipotle's internal promotion path is one of the most formalized in the restaurant industry. The typical timeline from Crew Member to Apprentice is 6 to 12 months for strong performers. Apprentice to Kitchen Manager typically takes another 12–18 months. The full path from Crew to Restaurateur (General Manager) averages 3 to 5 years for workers who pursue it actively. Chipotle has publicly committed to filling at least 80% of management openings from internal candidates.

Pay rates at Chipotle change throughout the year. Enter your email below to get a free weekly update when Chipotle adjusts wages in your area -- we track changes by role and state so you always have current numbers.

Aldi pays most store associates between $18 and $26 per hour, with a company minimum of $18 per hour as of 2024 -- one of the highest starting wages in grocery retail nationwide. Unlike most grocery chains that separate cashier, stocker, and cleaning roles, Aldi uses a cross-functional model where all associates handle all tasks, which contributes to both the higher pay and the faster pace of work. This guide covers pay by position and state, how Aldi compares to Trader Joe's, Whole Foods, and Kroger, what the benefits package includes, and what to expect in the hiring process.

What Does Aldi Pay Per Hour?

Here is a quick snapshot of what Aldi pays for its most common hourly positions in 2026:

• Store Associate: $18–$26/hr -- national average approximately $19–$21/hr; Aldi's cross-functional associate role covers cashiering, stocking, cleaning, and all other store tasks; there is no separate cashier-only or stocker-only position
• Shift Manager: $22–$30/hr -- average approximately $25/hr; responsible for store operations during shift, crew oversight, and opening/closing procedures
• Store Manager (salaried): $75,000–$100,000/yr -- average approximately $85,000/yr; one of the highest store manager compensation packages in the grocery industry
• District Manager: $100,000–$140,000/yr -- oversees multiple store locations; typically promoted internally from Store Manager
• California Store Associate: ~$21–$24/hr -- California's $16/hr state minimum for retail workers and high labor market competition push Aldi pay well above the national average in this state

Aldi's company-wide minimum wage is $18 per hour for store associates as of 2024, making it one of the highest minimums in the grocery sector.

Aldi Hourly Pay by Position

Aldi's staffing model is deliberately lean -- stores run with fewer employees than comparable grocery chains, which means each associate handles more responsibilities. This structure drives both the higher pay and the physically demanding nature of the work. Pay progression is tied primarily to tenure and promotion into shift manager and store manager roles.

Entry-Level Roles

• Store Associate: $18–$26/hr -- average approximately $19–$21/hr nationally; the single hourly role in most Aldi stores; responsibilities include operating the register, stocking shelves, maintaining store cleanliness, rotating product, and assisting customers; Aldi's high-speed checkout model means cashiers are expected to process items significantly faster than at most other grocers -- this is a defined productivity standard, not an informal expectation
• Part-Time Store Associate: $18–$24/hr -- average approximately $19/hr; same duties as full-time associate; PT hours at Aldi often run 25–32 hours per week, which is higher than many grocery chains' definition of part-time

Skilled and Specialized Roles

• Shift Manager: $22–$30/hr -- average approximately $25/hr; responsible for managing the store's operations during a given shift, including opening and closing procedures, cash management, associate oversight, and handling customer escalations; the primary advancement step above store associate

Management Roles

• Store Manager: $75,000–$100,000/yr -- average approximately $85,000/yr; full responsibility for store P&L, staffing, inventory, and performance against district benchmarks; Aldi's store manager compensation is among the highest in grocery retail and reflects the demanding operational expectations of the role
• District Manager: $100,000–$140,000/yr -- oversees a region of Aldi stores; typically promoted from within the Store Manager track; this role carries significant operational and financial responsibility across multiple locations

Aldi Pay by State

Aldi's $18/hr company minimum means all U.S. store associates start above the national minimum wage floor in every market. In high-minimum-wage states, Aldi's starting pay is higher still -- and in competitive urban markets, Aldi often pays above even the state minimum to attract and retain workers at the pace it requires.

Higher-Paying States

• California: Store associates average approximately $21–$24/hr; California's $16/hr retail minimum and competitive grocery labor market push Aldi pay well above the national average; Los Angeles and Bay Area locations tend to be at the top of this range.
• Washington State (Seattle area): Associates average approximately $22–$26/hr; Washington's $16.28/hr state minimum combined with Seattle's high cost of living and competitive retail labor market make this one of the highest-paying Aldi markets in the country.
• New York / New York City: Associates average approximately $20–$23/hr; New York's $16/hr statewide minimum and NYC's premium labor market push Aldi wages above the national average; NYC locations are particularly competitive.
• Colorado / Connecticut: Both states have minimum wages above $14/hr, resulting in Aldi associates earning $19–$22/hr in these markets -- meaningfully above the national average even compared to Aldi's already-elevated starting wage.

Lower-Paying States

In states without a minimum wage law above the federal floor -- including Mississippi, Alabama, Texas, and Georgia -- Aldi's $18/hr company minimum is the effective starting wage for all store associates. This is still well above what most grocery competitors pay in these markets, making Aldi one of the higher-paying retail employers in lower-cost states. To find the exact pay at a specific Aldi location, check open positions at careers.aldi.us or search the location on Indeed, where Aldi lists pay ranges for most open roles.

How Does Aldi Pay Compare to Similar Employers?

Aldi competes primarily with Trader Joe's, Lidl, Whole Foods, Kroger, and Publix for grocery retail workers. Its $18/hr starting wage is among the highest in the sector, and its store manager compensation is exceptional by grocery industry standards. Here is how it compares:

• Trader Joe's: $19–$27/hr for crew members -- Trader Joe's is consistently among the highest-paying grocery employers; its starting wage exceeds Aldi's in most markets, and its benefits and culture are frequently cited as differentiators; the closest competitor to Aldi on pay
• Whole Foods: $17–$25/hr for team members -- Whole Foods' $17/hr minimum (set in 2023) is slightly below Aldi's $18/hr floor; the benefits package includes medical for part-time workers above a threshold, which is competitive
• Lidl: $15–$22/hr for store associates -- Lidl, Aldi's closest structural competitor (also a lean-format German discount grocer), pays less than Aldi nationally; Lidl's starting wage is competitive but below Aldi's company minimum
• Kroger: $12–$22/hr for hourly associates -- Kroger's pay range is wide and varies significantly by market and union status; non-union Kroger associates often start below Aldi's $18/hr floor; union markets push hourly wages higher
• Publix: $13–$20/hr for hourly associates -- Publix's starting pay is below Aldi's national minimum in most markets; Publix's ESOP (employee stock ownership program) is a differentiating benefit not available at Aldi

Aldi's combination of a high starting wage and exceptional store manager compensation makes it one of the better-paying career paths in grocery retail. The tradeoff is a faster, more demanding work environment than most competitors. For workers comparing grocery to home improvement retail, the Home Depot pay guide offers a useful benchmark -- Home Depot's $15/hr floor is lower than Aldi's $18/hr, but the skilled-trades advancement path can push hourly pay above $24/hr in specialized roles.

Aldi Employee Benefits

Pay is only part of the picture -- Aldi offers a solid benefits package for both full-time and part-time employees, with medical available to part-time workers after a waiting period. The 401(k) match and subsidized medical are the standout offerings.

Part-Time Employees

• Medical insurance: Available to part-time employees after a waiting period; employee pays a share of the premium; access to group medical rates is meaningful even for PT workers, particularly those who would otherwise rely on individual market plans
• Dental and vision insurance: Available to part-time employees; access to group rates with shared premium structure
• 401(k) participation: Part-time Aldi employees can participate in the 401(k) plan, though the company match terms may differ from full-time employees; confirm at time of offer
• Paid time off: Part-time employees accrue some PTO depending on hours worked and tenure; specifics vary by state and employment contract

Full-Time Employees

• Medical, dental, and vision insurance: Subsidized coverage available after 90 days; Aldi contributes a meaningful portion of the premium for full-time employees and their dependents
• 401(k) with 5% company match: Aldi matches employee contributions up to 5% of eligible compensation after one year of service; one of the stronger 401(k) matches in grocery retail
• Paid time off: Full-time employees accrue PTO at a higher rate than part-time; accrual increases with tenure; Aldi also provides paid holidays
• Short-term disability: Coverage available for qualifying medical events
• Life insurance: Basic coverage provided at no cost to the employee
• Paid holidays: Aldi observes a defined set of paid holidays for full-time employees; stores are closed on major holidays, which is less common in grocery retail

Getting Hired at Aldi

Aldi is more selective in its hiring than most grocery chains. The lean staffing model means each associate needs to perform at a high level consistently -- the company is not looking to hire and churn through workers. Expect a slightly more structured process than a typical grocery interview.

• Where to apply: careers.aldi.us -- applications are completed online; the process includes availability disclosure, work history, and a brief questionnaire; in-store applications are generally not accepted
• Timeline: Approximately two to three weeks from application to offer for most store associate roles; Aldi moves faster than some grocery chains but is more deliberate than fast food employers
• Interview format: Two-stage process -- an initial online or phone screening followed by an in-person interview; some locations include a brief working interview where candidates assist with stocking or register tasks to assess physical capability and pace; this is not universal but is worth being prepared for
• Background check: Yes -- required for all positions; reviewed on a case-by-case basis
• Drug test: Yes -- Aldi conducts pre-employment drug testing for all store positions; this is more consistent than many grocery or retail employers and applies regardless of role
• What Aldi is actually looking for: Physical stamina, speed, and reliability. Aldi stores run with minimal staff, so each associate carries significant weight. Candidates who can demonstrate consistent performance under pace expectations and a track record of reliability are the strongest fits. Most Aldi stores hire on a rolling basis -- if a position is posted, it is actively being filled.

Frequently Asked Questions

Does Aldi pay weekly or biweekly?

Aldi pays on a biweekly schedule -- every two weeks. The specific payday cycle is consistent within each district; your store manager can confirm the exact schedule at your location before you start.

What is Aldi's starting wage in 2026?

Aldi's company-wide starting minimum for store associates is $18 per hour as of 2024. In states with higher minimum wages -- California, Washington, and New York -- the effective starting wage is higher, with associates in some markets starting at $21–$24/hr. This $18/hr floor is one of the highest company minimums in grocery retail nationwide.

Does Aldi give raises?

Aldi reviews hourly pay on an annual basis tied to performance evaluations. Store associates who demonstrate consistent performance and reliability can expect incremental increases over time. The most significant pay jumps come through advancement into Shift Manager ($22–$30/hr) and Store Manager ($75,000–$100,000/yr) roles, both of which are frequently filled through internal promotion.

Can you get benefits working part-time at Aldi?

Yes -- part-time Aldi employees have access to medical, dental, and vision insurance (with shared premiums), 401(k) participation, and paid time off accrual. This is more comprehensive than many grocery competitors, which reserve health insurance for full-time-only employees. PT hours at Aldi often run 25–32 hours per week, which is higher than the traditional part-time threshold at other retailers.

Is Aldi a good place to work?

Aldi consistently ranks above average for grocery retail in pay and benefits, but the work environment is demanding. The lean staffing model means each associate handles more tasks at a faster pace than at most competitors. Workers who thrive in structured, efficient environments with clear expectations tend to rate Aldi highly. Workers who prefer a more relaxed pace or more staffing support tend to find the environment stressful. Whether it is a good fit depends significantly on the specific store manager and the individual's tolerance for a high-performance culture.

How is working at Aldi different from working at other grocery stores?

The biggest difference is the cross-functional model -- at Aldi, there are no dedicated cashiers, stockers, or cleaners. Every associate does everything. On any given shift, you may spend an hour on register, an hour stocking product from pallets, and time cleaning and maintaining the store. Aldi also has defined checkout speed standards -- cashiers are expected to process items faster than the typical grocery pace. The stores also carry a limited SKU count compared to a full-service grocer, which reduces complexity but not pace.

Pay rates at Aldi change throughout the year. Enter your email below to get a free weekly update when Aldi adjusts wages in your area -- we track changes by role and state so you always have current numbers.

CVS Health pays most hourly store associates between $15 and $22 per hour, with a company-wide minimum of $15 per hour set in 2023 that applies to all store-level employees across the U.S. Pay ranges vary significantly by role -- pharmacy technicians earn meaningfully more than cashiers, and certified pharmacy technicians earn more still. This guide covers pay by position and state, how CVS compares to Walgreens, Rite Aid, and major retail competitors, and what the hiring process looks like for store and pharmacy roles.

What Does CVS Pay Per Hour?

Here is a quick snapshot of what CVS pays for its most common hourly positions in 2026:

• Cashier / Customer Service Associate: $15–$20/hr -- national average approximately $15–$16/hr; the $15/hr company minimum is the floor for all store-level hourly roles
• Shift Supervisor: $16–$22/hr -- the first step above CSA; responsible for floor operations, staff oversight, and opening/closing duties during shift
• Pharmacy Technician (non-certified): $15–$21/hr -- average approximately $17/hr nationally; works under pharmacist supervision on dispensing and customer service
• Pharmacy Technician (CPhT -- certified): $18–$26/hr -- average approximately $21/hr; certification through PTCB or NHA unlocks a $3–$5/hr premium at most CVS locations
• Assistant Store Manager: $20–$30/hr -- average approximately $24/hr; salaried equivalent covering store operations, inventory, and staff development
• Store Manager: $60,000–$100,000/yr -- national average approximately $78,000/yr; responsible for full store P&L, staffing, and performance against district targets

CVS Health set its company-wide minimum wage at $15 per hour in 2023 for all store-level hourly employees, providing a floor above the federal minimum in every U.S. market.

CVS Hourly Pay by Position

CVS operates two distinct tracks for hourly workers: the retail/store track (cashiers, CSAs, supervisors) and the pharmacy track (technicians). The pharmacy track pays meaningfully more and offers a defined certification premium. Management roles sit above both tracks.

Entry-Level Roles

• Cashier / Customer Service Associate (CSA): $15–$20/hr -- average approximately $15.50/hr nationally; handles checkout, customer questions, stocking, and store maintenance; the most common hourly role in CVS stores
• Beauty Consultant: $15–$20/hr -- average approximately $16/hr; specializes in the beauty and personal care aisles; some locations have a dedicated beauty advisor role with slightly higher pay for product knowledge
• Photo Specialist: $15–$19/hr -- average approximately $16/hr; operates the photo center, handles photo printing, ID photos, and related customer requests

Skilled and Specialized Roles

• Shift Supervisor: $16–$22/hr -- average approximately $18/hr; the first supervisory tier; responsible for managing associates on shift, handling customer escalations, and store operational tasks
• Pharmacy Technician (non-certified): $15–$21/hr -- average approximately $17/hr; works alongside pharmacists in the prescription dispensing and fulfillment process; no certification required to start but certification is expected for advancement
• Pharmacy Technician (CPhT -- certified): $18–$26/hr -- average approximately $21/hr; PTCB or NHA certification unlocks a $3–$5/hr differential at most CVS pharmacy locations; certified techs are preferred for lead and senior tech roles
• Pharmacist: $58–$75/hr -- specialized degree-required role; mentioned here for context on the pharmacy career ladder; not an hourly advancement path from technician without completing a PharmD program

Management Roles

• Assistant Store Manager: $20–$30/hr -- average approximately $24/hr; oversees store operations, manages associates, handles inventory and ordering, and supports the store manager; typically a salaried role converted here for comparison
• Store Manager: $60,000–$100,000/yr -- average approximately $78,000/yr; full responsibility for store performance, staffing, and financial targets; top-performing managers at high-volume stores reach the upper end of this range

CVS Pay by State

CVS's $15/hr company minimum means no store-level employee earns below that floor regardless of state. However, in high-cost states with elevated minimum wages, CVS pays above its internal minimum to remain competitive with local retail and pharmacy employers.

Higher-Paying States

• California: Store associates average approximately $19–$22/hr; California's $16/hr state minimum for retail workers and the high cost of living in major metros push CVS pay well above the national average; Bay Area and Los Angeles locations tend to pay at the top of this range.
• New York / New York City: Associates average approximately $20–$23/hr in NYC; New York's $16/hr statewide minimum and NYC's competitive labor market keep CVS wages elevated; pharmacy technicians in NYC average $22–$26/hr for certified roles.
• Washington State: Associates average $18–$22/hr; Washington's $16.28/hr state minimum (2024) applies to all CVS locations in the state, pushing starting pay above the company's own $15/hr floor.
• Colorado / Connecticut: Both states have minimum wages above $14/hr, resulting in consistent premiums of 10–20% above the national average for comparable CVS roles; pharmacy techs in these states average $20–$24/hr for certified positions.

Lower-Paying States

In states that rely on the federal minimum wage of $7.25/hr -- such as Mississippi, Alabama, and Georgia -- CVS's $15/hr company minimum is the effective starting floor for all store-level roles. Entry-level CSA pay in these markets typically runs $15–$17/hr, compared to $18–$22/hr in high-cost states. To find pay ranges at a specific CVS location, search open positions at jobs.cvs.com or filter by city on Indeed, where CVS posts location-specific pay ranges for most hourly roles.

How Does CVS Pay Compare to Similar Employers?

CVS competes primarily with Walgreens in the pharmacy retail space, and with Target and Walmart for general retail hourly workers. Here is how CVS pay stacks up for entry-level and pharmacy roles:

• Walgreens: $12–$25/hr for hourly store and pharmacy roles -- Walgreens' pay range is wide; store associates often start below CVS's $15/hr floor in some markets, though Walgreens has also raised minimums in recent years; certified pharmacy techs are competitive with CVS
• Rite Aid: $13–$18/hr for store associates -- Rite Aid's pay is generally lower than CVS across comparable markets; the company's financial difficulties have limited wage investment
• Target: $15–$24/hr for hourly team members -- Target's $15/hr floor matches CVS's; high-traffic urban stores pay at the top of this range; Target's benefits package is strong and comparable to CVS for full-time employees
• Walmart: $14–$19/hr for hourly associates -- Walmart's starting wage sits just below CVS in some markets; Walmart's scale creates more role variety but comparable pay for entry-level work

CVS's primary advantage over most retail competitors is the pharmacy technician career path. The $3–$5/hr premium for certification creates a clear, achievable pay increase without moving into management. For workers interested in healthcare-adjacent roles, CVS offers one of the most accessible entry points with a defined credential-based pay ladder. See the Home Depot pay guide for a comparison of how a skilled-trades advancement path works in a retail setting -- the concept is similar to CVS's certified tech premium.

CVS Employee Benefits

Pay is only part of the picture -- CVS offers a competitive benefits package with meaningful differences between part-time and full-time employees. The 30% employee discount on CVS-brand products and the subsidized 401(k) match are among the strongest benefits in retail pharmacy.

Part-Time Employees

• Dental and vision insurance: Available to part-time employees; employee pays the full premium, but access to group rates is a meaningful benefit
• CVS ExtraCare employee discount: 20% off CVS-brand products and select merchandise; 30% off CVS Health-brand items; applied through the ExtraCare program
• Limited medical options: Some part-time medical options may be available depending on hours worked and benefit election periods; not the full subsidized package available to full-time employees
• Employee Assistance Program: Access to confidential counseling, financial planning support, and mental health resources

Full-Time Employees

• Medical, dental, and vision insurance: Subsidized coverage available after 30 days of employment; CVS contributes a portion of the premium, reducing the cost to the employee meaningfully compared to individual market rates
• 401(k) with up to 5% company match: CVS matches contributions up to 5% of eligible compensation after one year of service; one of the stronger 401(k) matches in retail pharmacy
• Employee Stock Purchase Plan (ESPP): Eligible employees can purchase CVS Health stock at a discount
• Paid time off: Accrual begins based on hours worked; full-time employees accumulate PTO at a higher rate than part-time; amount increases with tenure
• Life insurance: Basic coverage provided at no cost to the employee; supplemental coverage available for purchase
• Paid parental leave: Available to qualifying full-time employees; specific terms depend on role and tenure
• 30% employee discount on CVS-brand products: Full-time employees receive the same discount as part-time, applied through the ExtraCare program

Getting Hired at CVS

CVS hires on a rolling basis for most store and pharmacy technician roles. The process is more structured than fast food but faster than corporate retail for entry-level positions.

• Where to apply: jobs.cvs.com -- filter by location and role type; applications for store associate roles take approximately 20–30 minutes and include work history, availability, and a brief assessment
• Timeline: Most store-level applicants hear back within one to two weeks; pharmacy technician roles require additional screening and may take two to three weeks from application to offer
• Interview format: One interview round is typical for CSA and store associate roles -- a brief in-person conversation with the store manager or shift supervisor covering customer service scenarios and availability; pharmacy tech roles may include a second round with the pharmacy manager
• Background check: Required for all positions; pharmacy-related roles include more thorough screening and may review prescription drug history in some states; a background check result does not automatically disqualify candidates -- CVS reviews on a case-by-case basis
• Drug test: Pre-employment drug testing varies by state and role; pharmacy technician positions are more likely to require testing than store associate roles; check the specific job posting for details
• Best roles to target first: Customer Service Associate is the highest-volume role with the fastest hiring timeline; pharmacy technician roles are in high demand and offer a faster path to higher pay through certification; both are actively hiring at most CVS locations

Frequently Asked Questions

Does CVS pay weekly or biweekly?

CVS pays on a biweekly schedule -- every two weeks. Most locations process payroll on the same cycle, though the specific payday can vary slightly by region. Your store manager or HR contact can confirm the exact pay schedule at your location.

What is CVS's starting wage in 2026?

CVS's company-wide starting minimum is $15 per hour for all store-level hourly employees. In states with a higher minimum wage -- California, New York, Washington, and others -- the state or local minimum applies and will be higher than $15/hr. Most entry-level Customer Service Associate roles start between $15 and $17/hr nationally, with pharmacy technician starting pay typically running $1–$2/hr higher.

Does CVS give raises?

CVS typically reviews hourly pay on an annual basis tied to performance. There is no fixed raise percentage across all locations -- increases depend on store performance, manager discretion, and individual review outcomes. The most reliable way to get a meaningful pay increase at CVS is to pursue pharmacy technician certification (CPhT), which adds $3–$5/hr in most markets, or to advance into a Shift Supervisor or Assistant Store Manager role.

Can you get benefits working part-time at CVS?

Part-time CVS employees have access to dental and vision insurance (at their own cost), the CVS ExtraCare employee discount, and the Employee Assistance Program. Full medical insurance with company subsidy requires full-time status. This is more limited than some competitors -- Starbucks, for example, offers subsidized medical to part-time employees working 20 or more hours per week.

Is pharmacy technician certification worth it at CVS?

Yes -- at CVS, earning a CPhT certification through PTCB or NHA unlocks a $3–$5/hr pay increase in most markets, moving a non-certified technician from approximately $17/hr to $21/hr on average nationally. CVS also has programs to help pharmacy technicians study for and obtain certification while employed. For workers looking for a healthcare-adjacent career with a defined credential-based pay ladder, pharmacy technician at CVS is one of the more accessible paths in retail.

Does CVS hire people with no pharmacy experience?

Yes. CVS regularly hires entry-level pharmacy technicians with no prior pharmacy experience. Training is provided on the job. Most states require pharmacy technicians to register with the state board and obtain certification within a specified timeframe (typically one to two years) -- CVS supports this process and factors the certification timeline into onboarding expectations. Starting as a store CSA and transferring to pharmacy internally is also a common path.

Pay rates at CVS change throughout the year. Enter your email below to get a free weekly update when CVS adjusts wages in your area -- we track changes by role and state so you always have current numbers.

Burger King pays most hourly crew members between $10 and $17 per hour, with the national average for entry-level positions falling around $12 to $13 per hour. Because roughly 99% of Burger King locations are franchise-operated, pay rates vary significantly by owner, region, and state minimum wage laws -- there is no company-wide minimum that applies universally. This guide covers pay by position and state, how Burger King compares to other quick-service employers, what benefits are available, and how to get hired.

What Does Burger King Pay Per Hour?

Here is a quick snapshot of what Burger King pays for its most common hourly positions in 2026:

• Crew Member / Cashier: $10–$17/hr -- national average is approximately $12–$13/hr; pay is set by the individual franchise owner and varies considerably by market
• Shift Supervisor / Team Leader: $13–$18/hr -- average approximately $14–$15/hr; carries responsibility for managing crew during a shift without full manager classification
• Assistant Manager: $16–$23/hr -- salaried at many locations; the primary management step above shift supervisor
• General Manager: $42,000–$70,000/yr -- national average approximately $52,000/yr; total compensation varies significantly by franchise group and store volume
• California Crew (post-FAST Act): ~$20/hr -- California's AB 1228 set a $20/hr floor for fast food workers at chains with 60+ locations nationwide, effective April 2024

Because Burger King does not set a universal company-wide minimum wage, the effective floor in any given market is the applicable state or local minimum. In states that default to the federal minimum of $7.25/hr, some franchise locations may start near that floor -- though competitive labor markets push most starting wages to $12/hr or above.

Burger King Hourly Pay by Position

Pay at Burger King depends almost entirely on which franchise group operates the location. Large, professionally managed franchise groups tend to pay more and offer more consistent benefits than smaller, independent operators. Below is what the data shows across the full range of positions.

Entry-Level Roles

• Crew Member: $10–$17/hr -- handles food preparation, order taking, and customer service; national average approximately $12.50/hr; starting wage is determined by the franchise operator and local market conditions
• Cashier: $10–$16/hr -- average approximately $12/hr; at many Burger King locations, cashier and crew member are the same role given the cross-training model used in most QSR kitchens
• Drive-Through Operator: $10–$16/hr -- average approximately $12–$13/hr; typically a crew member cross-trained for window service; some franchise groups offer a small differential for window work

Skilled and Specialized Roles

• Shift Supervisor / Team Leader: $13–$18/hr -- average approximately $14–$15/hr nationally; responsible for opening/closing procedures, cash management, and crew oversight during their shift; the first step above hourly crew
• Trainer / Crew Trainer: $12–$16/hr -- average approximately $13/hr; experienced crew members responsible for onboarding new hires; typically a small bump above base crew pay rather than a full reclassification

Management Roles

• Assistant Manager: $16–$23/hr -- salaried equivalent at most franchise groups; oversees daily operations and staff scheduling; pay varies significantly between franchise operators
• General Manager: $42,000–$70,000/yr -- national average approximately $52,000/yr; responsible for full P&L, staffing, and store performance; large franchise groups may pay at or above the top of this range for high-volume locations; bonus potential exists at some operators but is not guaranteed

Burger King Pay by State

Because Burger King is almost entirely franchise-operated, state and local minimum wage laws have an outsized effect on what individual locations pay. Franchise owners in high-minimum-wage states must meet the legal floor -- which often sets a meaningful pay premium over markets that default to the federal minimum.

Higher-Paying States

• California: Crew members average approximately $20/hr following the FAST Recovery Act (AB 1228), which established a $20/hr minimum for fast food workers at chains with 60+ locations nationwide, effective April 2024. This applies to virtually all Burger King franchise locations in California.
• New York / New York City: Crew members average $15–$18/hr statewide; NYC fast food workers benefit from the city's $16/hr minimum wage and high labor market competition, pushing many locations to $17–$19/hr for experienced crew.
• Washington State: Statewide minimum of $16.28/hr (2024) means Burger King crew in Seattle and surrounding areas typically earn $17–$20/hr depending on franchise operator and experience.
• Colorado / Connecticut: State minimums above $14/hr push crew wages to $15–$17/hr at most locations; franchise operators in these states tend to offer slightly higher starting pay to compete with other QSR and retail employers.

Lower-Paying States

In states that follow the federal minimum wage of $7.25/hr -- including Mississippi, Alabama, Georgia, and South Carolina -- franchise operators set their own floors. Most Burger King locations in these markets start crew members at $10–$13/hr, reflecting local labor market competition rather than a corporate floor. To find the exact pay at a specific location, search for open positions on bk.com/careers or check the listing on Indeed, which shows location-specific pay ranges where franchise owners have disclosed them.

How Does Burger King Pay Compare to Similar Employers?

Burger King sits at the lower end of the quick-service restaurant pay spectrum nationally, though this varies significantly by franchise group and state. Here is how it compares to direct QSR competitors for entry-level hourly work:

• McDonald's: $10–$18/hr for crew -- similar range to Burger King; McDonald's also operates primarily through franchises, so pay variability is comparable; some corporate-owned McDonald's locations pay above the franchise average
• Wendy's: $10–$17/hr for crew -- nearly identical to Burger King; Wendy's franchise pay is similarly market-dependent
• Chick-fil-A: $13–$19/hr for team members -- consistently higher starting pay than Burger King nationally; Chick-fil-A operators compete aggressively on wages due to lower turnover goals
• Sonic: $11–$17/hr for crew -- comparable to Burger King at the low end; Sonic's tip-eligible drive-in model can push total hourly earnings higher for experienced carhops
• Jack in the Box: $12–$17/hr for crew -- slightly higher floor than Burger King in most markets; similar franchise structure with comparable pay variability

Where Burger King falls short relative to peers is consistency -- the wide pay variance between franchise operators means the experience of two Burger King employees in the same city can be very different. For workers comparing QSR options, Chick-fil-A and some larger McDonald's franchise groups tend to pay more at entry level. For retail comparison, see the Home Depot pay guide -- Home Depot's $15/hr company minimum and clear skilled-trades advancement path offer a meaningfully different trajectory for workers open to retail over food service.

Burger King Employee Benefits

Pay is only part of the picture -- but at Burger King, the benefits story is complicated by the franchise model. Because each franchise operator sets its own HR policies, benefits vary substantially from one Burger King to the next. The following reflects what is generally available across the system, with the caveat that your specific location's offerings may differ.

Part-Time Employees

• Free or discounted meals during shift: Standard at most franchise locations; the specific discount (free meal, 50% off, etc.) varies by operator
• Employee Assistance Program (EAP): Available at some franchise groups -- provides confidential counseling, financial guidance, and crisis support; not universally offered
• Flexible scheduling: Burger King and most QSR operators offer flexible shift scheduling, which is a practical benefit for workers managing school or second jobs

Full-Time Employees

• Medical, dental, and vision insurance: Generally available only at larger, professionally managed franchise groups and at corporate-operated locations (Restaurant Brands International directly operates a small share of U.S. locations); coverage and premium contribution varies widely
• 401(k) plan: Some franchise groups offer 401(k) participation for full-time employees, particularly at the manager level; match, if any, is franchise-specific
• Paid time off: Available at some franchise operators for full-time employees; uncommon for hourly crew at smaller franchise groups
• Advancement and training: Burger King's internal management training programs (through Restaurant Brands International) provide structured pathways from crew to General Manager for workers at corporate-adjacent franchise groups

Getting Hired at Burger King

Burger King is one of the fastest-hiring employers in the QSR space. Most franchise locations hire on a rolling basis with minimal barriers to entry for crew positions.

• Where to apply: bk.com/careers for a list of open positions filtered by location, or walk in directly to the location you want to work at -- in-store applications are accepted at most franchise locations and sometimes result in same-day or next-day conversations with the manager
• Timeline: Crew hiring is fast -- same-day or next-day offers are common, particularly when a location is short-staffed. Manager roles take longer, typically one to two weeks
• Interview format: Most crew interviews are brief, informal conversations with a shift manager or assistant manager covering availability, reliability, and prior work experience. There is rarely a formal structured interview for entry-level positions
• Background check: Minimal for crew roles at most franchise locations; some franchise groups do conduct background checks but a record does not automatically disqualify you -- policy varies by operator
• Drug test: Generally not required for crew positions; varies by franchise operator and state. Management roles at some larger franchise groups may include pre-employment screening
• Best roles to target: Crew Member and Cashier have the highest open volume. If you want to advance into management, targeting a location operated by a larger, regional franchise group typically provides more structured training and better compensation than a single-unit operator

Frequently Asked Questions

Does Burger King pay weekly or biweekly?

Most Burger King franchise locations pay on a biweekly schedule -- every two weeks. Some franchise operators use weekly pay, particularly smaller operators in high-turnover markets. Confirm the pay schedule with your specific location's manager before accepting an offer, as it varies by franchise group.

What is Burger King's starting wage in 2026?

There is no universal Burger King starting wage -- each franchise operator sets its own rates. Nationally, most crew positions start between $10 and $13 per hour depending on the state and franchise group. In California, the FAST Act floor of $20/hr applies to virtually all locations. In states like New York and Washington, state minimum wage laws push starting pay above the national average.

Does Burger King give raises?

Raise policy is franchise-specific. Larger franchise groups typically conduct annual performance reviews with merit-based wage increases. Smaller operators may give raises more informally -- or not at all without a direct request. The clearest path to a meaningful pay increase at Burger King is advancing into a Shift Supervisor or Assistant Manager role, where the pay jump is $2–$5/hr above crew wages.

Can you get benefits working part-time at Burger King?

Benefits for part-time crew members are limited at most franchise locations. Free or discounted meals during your shift is the most common perk. Health insurance, 401(k), and paid time off are generally reserved for full-time employees and are more common at larger franchise operators than at small, single-unit owners. Ask specifically about benefits at the location you are applying to -- there is no system-wide answer.

Is Burger King a good place to work for people who want to move into management?

For workers who want to build a career in fast food management, Burger King's General Manager path is one of the better options in QSR. Experienced GMs at high-volume franchise locations can earn $55,000–$70,000/yr -- competitive for the sector. The path from crew to GM typically takes three to five years and requires strong operational performance. The quality of that path depends heavily on the franchise operator -- larger groups with formal training programs offer better structured advancement than smaller independent operators.

How does the FAST Act affect Burger King pay in California?

California's AB 1228, known as the FAST Recovery Act, established a $20/hr minimum wage for fast food workers at chains with 60 or more locations nationwide, effective April 1, 2024. Because Burger King operates well over 60 locations both globally and within California, this floor applies to virtually all franchise locations in the state. California crew members now average approximately $20/hr, with experienced workers and those at competitive urban locations earning more.

Pay rates at Burger King vary by franchise operator and change throughout the year. Enter your email below to get a free weekly update when Burger King adjusts wages in your area -- we track changes by role and state so you always have current numbers.

Wendy's pays most hourly crew members between $10 and $17 per hour, depending on location, role, and franchise operator. Like most major fast food chains, Wendy's is approximately 95% franchised -- individual operators set pay, which means wages vary by market and there is no company-wide minimum above state law. This guide covers current pay ranges by position and state, compares Wendy's to other fast food employers, and explains what benefits and hiring look like across the franchise system.

What Does Wendy's Pay Per Hour?

Here is a quick snapshot of what Wendy's pays for its most common hourly positions in 2026:

• Crew Member / Cashier: $10–$17/hr -- national average approximately $12–$14/hr; range reflects the gap between low-minimum-wage states and high-wage markets like California
• Shift Supervisor: $13–$19/hr -- average approximately $15–$16/hr; responsible for crew and operations during a shift
• Assistant Manager: $16–$24/hr -- average approximately $18/hr; day-to-day operational oversight below the General Manager
• General Manager: $45,000–$75,000/yr -- average approximately $55,000/yr; full P&L and staffing responsibility for the location

Wendy's corporate does not set a minimum wage for franchise locations beyond what state and local law requires. In practice, most Wendy's franchise operators pay at or near the local minimum for crew-level roles, with premiums in markets where labor competition is higher.

Wendy's Hourly Pay by Position

Wendy's crew roles are structured around the same three tiers as most QSR chains -- entry-level crew, shift-level leadership, and store management. Pay variation between franchise locations in the same city is common, and the difference between a corporate-owned Wendy's and a franchise-operated one can be meaningful in terms of pay and benefits.

Entry-Level Roles

• Crew Member: $10–$17/hr -- covers the front counter, drive-through, food prep, and grill; the core entry-level role at every Wendy's; average nationally approximately $12–$14/hr
• Cashier / Front Counter: $10–$16/hr -- at many locations this is not a distinct role from general crew; associates rotate between positions based on volume and scheduling
• Drive-Through Operator: $10–$16/hr -- same pay tier as general crew; high-volume drive-through locations may offer a small premium or faster advancement for experienced operators
• Grill / Kitchen Associate: $11–$17/hr -- back-of-house food prep, grill, and assembly; some operators pay a small premium for kitchen roles at high-volume stores

Shift-Level Leadership

• Shift Supervisor: $13–$19/hr -- the first step up from crew; manages floor operations during a shift, handles cash, and supervises crew members; average approximately $15–$16/hr nationally
• Crew Leader / Team Lead: $12–$17/hr -- an intermediate role between crew and Shift Supervisor at some franchise groups; not all operators use this title

Management Roles

• Assistant Manager: $16–$24/hr -- average approximately $18/hr; responsible for opening or closing duties, staffing decisions on shift, and operational reporting to the General Manager
• General Manager: $45,000–$75,000/yr -- average approximately $55,000/yr; runs the full operation of the location; large-volume franchise stores at higher-paying operators can approach the upper end of this range

Wendy's Pay by State

State and local minimum wage laws drive pay at Wendy's more directly than at retailers with internal company minimums. In most franchise locations, the starting wage for crew is at or close to the state minimum. Labor market tightness in specific cities and markets can push pay above the floor, but this is operator-driven, not policy-driven.

Higher-Paying States

• California: Crew members average approximately $20/hr following the FAST Act minimum wage of $20/hr for fast food workers (effective April 2024); California Wendy's franchise operators are required by state law to pay at least $20/hr, making California the highest pay floor in the national system
• New York / New York City: Most crew roles pay $16–$19/hr; New York's fast food minimum wage of $16/hr (statewide as of January 2025) establishes the floor; NYC locations often pay above the state minimum due to local cost of living
• Washington State: Crew members typically earn $16–$20/hr; Washington's $16.28/hr minimum (2024) applies to all restaurant workers; Seattle-area locations tend to pay toward the upper end of the state range
• Colorado / Connecticut: Consistent premiums of 10–15% above the national average for crew-level roles; both states have minimum wages above $14/hr with active enforcement

Lower-Paying States

In states like Mississippi, Alabama, Georgia, and Tennessee -- where no state minimum above the federal $7.25/hr exists -- Wendy's franchise operators in low-competition markets may start crew at $10–$12/hr. In those same states, operators near college campuses, suburban retail corridors, or areas with multiple competing employers often pay $13–$15/hr to stay competitive. The within-state range can be substantial depending on location type.

To find the starting pay at a specific Wendy's location, the most reliable method is applying through wendys.com/careers or asking directly when you walk in. Indeed aggregates self-reported pay data for Wendy's positions by city and can give you a reasonable sense of what a particular market pays.

How Does Wendy's Pay Compare to Similar Employers?

Wendy's sits at the lower end of the fast food pay spectrum nationally. It pays comparably to Burger King and below Chick-fil-A, Raising Cane's, and many corporate-operated QSR chains. Here is how it stacks up against key competitors for entry-level hourly work:

• McDonald's: $10–$18/hr for crew members -- similar range to Wendy's; McDonald's corporate-owned stores pay higher and more consistently; franchise locations vary as widely as Wendy's
• Burger King: $10–$16/hr for crew members -- nearly identical pay structure and range to Wendy's; both are predominantly franchised and pay at or near local minimums in most markets
• Chick-fil-A: $13–$19/hr for team members -- consistently pays above Wendy's in most markets; franchise operators tend to invest more in pay to support the brand's culture; closed Sundays also differentiates the schedule
• Taco Bell: $11–$17/hr for crew members -- broadly similar range to Wendy's; franchise-dependent pay; some large franchise groups (like Pacifica) pay above average nationally
• Home Depot: $15–$21/hr for entry-level associates -- a common move for workers leaving fast food looking for higher and more stable base pay; see the Home Depot pay guide for a full breakdown of pay, benefits, and advancement opportunities

Wendy's does not have a clear pay advantage over its direct fast food competitors. The practical differentiator for employees is the Dave Thomas Foundation scholarship program -- a genuine education benefit funded by Wendy's founder's foundation that pays up to $2,500 per year for eligible hourly employees. In a sector where meaningful benefits for crew are rare, that program stands out.

Wendy's Employee Benefits

Pay is only part of the picture -- Wendy's benefits vary significantly by whether the location is corporate-owned or franchise-operated, and franchise benefits are entirely at the operator's discretion.

Part-Time Employees

• Discounted or free meals: Most franchise locations provide free or reduced-price meals during shifts; terms set by operator
• Dave Thomas Scholars program: Eligible hourly employees at participating Wendy's franchise locations can apply for annual scholarships through the Dave Thomas Foundation -- up to $2,500 per year; this is one of the more concrete and accessible benefits for part-time crew members pursuing education
• Employee Assistance Program (EAP): Some franchise operators offer EAP services covering mental health counseling, financial support, and crisis resources; availability varies by operator
• Flexible scheduling: Most locations accommodate part-time scheduling requests, particularly for students; this is a practical norm rather than a formal policy at most franchise locations

Full-Time Employees

• Health insurance: Corporate-owned Wendy's locations (a small percentage of total) offer standard medical, dental, and vision for full-time employees; franchise operators vary widely -- some offer full health coverage, others offer nothing beyond legally required minimums; confirm availability before accepting a full-time role
• 401(k): Corporate-owned locations offer 401(k) with some employer contribution; franchise locations vary; this is not a standard benefit across the franchise system
• Paid time off: Full-time employees at many locations accumulate PTO; amount and accrual rate are set by the operator
• All part-time benefits: Full-time employees retain access to the Dave Thomas Scholars program, meal benefits, and any EAP services offered at their location

Getting Hired at Wendy's

Wendy's is one of the faster-hiring employers in the fast food sector. The application process is minimal, interviews are informal, and same-day or next-day offers are common for crew-level roles at most locations.

• Where to apply: wendys.com/careers routes to franchise-level applications by location; walking into the store and asking to speak with a manager is equally effective and often faster at franchise locations
• Timeline: Same-day to three-day offers are common for crew positions; Shift Supervisor and management roles take longer -- typically one to two weeks with multiple interviews
• Interview format: Typically one round -- an informal conversation with a manager or shift supervisor. Questions focus on availability, basic customer service orientation, and any relevant food service experience. Behavioral questions are uncommon at the crew level.
• Background check: Most Wendy's franchise locations do minimal background checks for crew-level roles, if any. Background checks are more common for management positions. Corporate-owned stores may have more consistent screening policies.
• Drug test: Pre-employment drug testing is generally not required for crew at most franchise Wendy's locations. Policy varies by operator and state; confirm if this matters for your situation.
• Best positions to target first: Crew Member is the standard entry point; volume of openings is highest for this role. Operators who see reliable performance typically promote to Shift Supervisor within 6–12 months, which comes with a meaningful hourly increase.

Most Wendy's stores hire on a rolling basis -- if a position shows as open, it is being actively filled.

Frequently Asked Questions

Does Wendy's pay weekly or biweekly?

Most Wendy's franchise locations pay on a biweekly schedule. Some operators pay weekly. Because each location is independently operated, pay frequency is set by the franchise owner -- confirm the schedule during your first interview or before your start date.

What is Wendy's starting wage in 2026?

There is no single Wendy's starting wage because approximately 95% of locations are independently franchised. In practice, most franchise operators start crew at or near the local minimum wage -- which ranges from $10/hr in low-minimum states to $20/hr in California under the FAST Act. In markets with significant competition for fast food workers, some operators start at $14–$16/hr voluntarily.

Does Wendy's give raises?

Raises at Wendy's franchise locations are entirely at the operator's discretion. There is no corporate-mandated raise schedule. At most locations, raises are reviewed informally after 90 days or annually. The most reliable path to a meaningful pay increase is moving from Crew to Shift Supervisor -- a promotion that typically comes with $2–$4/hr more in most markets.

What is the Dave Thomas Foundation scholarship?

The Dave Thomas Foundation for Adoption's Wendy's Wonderful Kids and Dave Thomas Scholars programs provide scholarships up to $2,500 per year for eligible Wendy's employees pursuing higher education. Eligibility is open to hourly employees at participating franchise and corporate locations who are enrolled in or planning to enroll in an accredited program. It is one of the few concrete, corporate-backed benefits that applies broadly across the Wendy's system regardless of franchise.

Do part-time Wendy's employees get benefits?

Outside of the Dave Thomas Scholars scholarship, benefits for part-time crew at franchise locations are minimal. Meal discounts during shifts are common, but health insurance and retirement accounts are generally only available at corporate-owned stores or at franchise groups that voluntarily offer them. If benefits beyond the scholarship are important, confirm before accepting the role -- availability varies significantly by operator.

Is Wendy's a good place to work for hourly employees?

Wendy's is a reasonable entry-level food service job in markets where the pay is competitive, and the Dave Thomas scholarship is a genuine differentiator for employees pursuing education. The experience varies significantly by franchise operator -- a well-run franchise with good management can be a stable and fast-moving environment; a poorly managed one carries the same downsides as any understaffed fast food location. Pay ranks at the lower end of fast food nationally, which is the most common point of dissatisfaction in employee reviews. Workers primarily considering pay should compare Wendy's to higher-paying QSR options like Chick-fil-A or local corporate-operated chains before committing.

Pay rates at Wendy's vary by franchise operator and state. Enter your email below to get a free weekly update when Wendy's operators in your area adjust wages -- we track changes by role and market so you always have current numbers.

Chick-fil-A pays most hourly team members between $13 and $22 per hour, depending on location, role, and franchise operator. Unlike most major chains, Chick-fil-A is almost entirely franchised -- individual operators set their own pay, which means wages can vary substantially from one location to the next. This guide covers current pay ranges by position and state, explains what the franchise model means for your paycheck, compares Chick-fil-A to other fast food employers, and walks through benefits and the hiring process.

What Does Chick-fil-A Pay Per Hour?

Here is a quick snapshot of what Chick-fil-A pays for its most common hourly positions in 2026:

• Team Member (Crew): $13–$19/hr -- national average approximately $15/hr; range is wide due to franchise variation; high-volume operators often pay above market to reduce turnover
• Shift Leader: $16–$22/hr -- average approximately $18/hr; responsible for crew management and operations during a shift
• Assistant Director / Manager: $20–$28/hr -- average approximately $23/hr; full operational responsibility below the franchise Director of Operations
• Director of Operations: $45,000–$75,000/yr -- top salaried role at the store level; equivalent to a General Manager at most other QSR chains

Chick-fil-A corporate does not set a company-wide minimum wage above local law. Each franchise operator sets pay independently, which means there is no single floor that applies across all locations. In states with higher minimum wages, local law establishes the effective floor.

Chick-fil-A Hourly Pay by Position

Because each Chick-fil-A is independently franchised, pay at one location may differ significantly from another in the same city. Operators who invest in higher pay tend to see lower turnover -- a well-documented pattern in the QSR industry -- so many high-volume franchise locations pay above the local market average to retain experienced team members.

Entry-Level Roles

• Team Member (Crew): $13–$19/hr -- the core front-line role covering the counter, drive-through, food prep, and dining room; national average approximately $15/hr; operators in competitive labor markets often start at $16–$17/hr or higher
• Cashier / Front Counter: $13–$18/hr -- at some locations this is a distinct role from general crew; at others it rotates among all team members; average aligns with general Team Member pay
• Drive-Through Operator: $13–$19/hr -- same pay tier as general crew at most locations; fast-paced and high-volume role at drive-through-dominant stores
• Kitchen / Prep Team Member: $13–$18/hr -- back-of-house food prep, breading, and cooking; some operators pay a small premium for kitchen roles due to the skill and speed required

Skilled and Specialized Roles

• Shift Leader: $16–$22/hr -- manages crew during a shift, handles opening or closing duties, and serves as the on-floor supervisor; average approximately $18/hr nationally
• Trainer / Team Leader: $15–$20/hr -- responsible for onboarding and training new team members; a step above general crew without the full Shift Leader responsibilities at some locations
• Catering / Events Coordinator: $15–$21/hr -- manages catering orders and large event fulfillment; available at higher-volume franchise locations that emphasize catering revenue

Management Roles

• Assistant Director / Assistant Manager: $20–$28/hr -- average approximately $23/hr; handles day-to-day operations, staffing, and reporting for the franchise operator; title varies by operator
• Director of Operations: $45,000–$75,000/yr -- the top salaried position at the store level; manages all operational, staffing, and financial aspects of the franchise location under the operator

Chick-fil-A Pay by State

State minimum wage laws and local labor market conditions drive the pay range more than corporate guidelines at Chick-fil-A, since each franchise operator sets pay independently. In states with a higher minimum wage, the state floor is the effective starting point. In states with no minimum above federal law, operators in competitive markets often pay above the floor voluntarily to attract and retain workers.

Higher-Paying States

• California: Crew members average $20–$22/hr following the FAST Act minimum wage of $20/hr for fast food workers (effective April 2024); California Chick-fil-A operators are required by state law to pay at least $20/hr for all crew-level roles, making California locations among the highest-paying in the system
• New York / New York City: Most crew roles pay $17–$21/hr; New York's fast food minimum wage of $16/hr (statewide as of January 2025) sets the floor; NYC operators often pay above that due to local cost of living
• Washington State: Crew members typically earn $17–$21/hr; Washington's $16.28/hr minimum (2024) applies to all fast food roles; Seattle operators tend to pay toward the upper end
• Colorado / Connecticut: Consistent 10–15% premium above the national average; minimum wages in both states exceed $14/hr and apply to all restaurant workers

Lower-Paying States

In states like Georgia, Alabama, Mississippi, and Tennessee -- where no state minimum wage law exists above the federal $7.25/hr -- Chick-fil-A franchise operators in less competitive markets may start crew at $13–$15/hr. Operators in those same states who face active competition for workers often pay $15–$17/hr voluntarily. The range within a single state can be substantial depending on whether the location is in a suburban mall, a highway interchange, or a dense urban market.

To find pay at a specific Chick-fil-A, the most reliable method is applying directly -- each franchise listing on chick-fil-a.com/careers routes to the operator's application and often lists pay or discloses it during the interview. Indeed also aggregates location-level pay reports for Chick-fil-A positions by city.

How Does Chick-fil-A Pay Compare to Similar Employers?

Chick-fil-A sits at the higher end of the QSR pay spectrum in most markets. It consistently pays above the fast food average for crew-level roles, particularly at high-volume franchise locations that invest in pay to reduce turnover. Here is how it compares to key competitors for entry-level hourly work:

• McDonald's: $10–$18/hr for crew members -- range reflects the gap between corporate-owned and franchise-owned stores; average crew pay nationally is approximately $13–$14/hr; lower floor than Chick-fil-A in most markets
• Wendy's: $10–$16/hr for crew members -- approximately 95% franchised; pay tends to run at the lower end of fast food nationally; see the Wendy's pay guide for a full breakdown
• Burger King: $10–$16/hr for crew members -- mostly franchised; pay is similar to Wendy's; less competitive than Chick-fil-A on average in most markets
• Raising Cane's: $14–$18/hr for crew members -- company-owned model means more consistent pay across locations; Cane's has a reputation for paying above fast food average; direct competitor to Chick-fil-A for workers
• Home Depot: $15–$21/hr for entry-level associates -- a common alternative for workers who want to move from QSR into retail; see the Home Depot pay guide for a side-by-side benefits comparison

Chick-fil-A's clearest advantages over most fast food competitors are the work environment (consistently rated cleaner and more organized than peer chains) and the guaranteed Sunday closure. Every Chick-fil-A in the country is closed on Sunday -- this is a corporate mandate honored by all franchise operators. For workers managing school, family, or a second job, that guaranteed day off is a structural scheduling benefit that no other major QSR chain offers.

Chick-fil-A Employee Benefits

Pay is only part of the picture -- Chick-fil-A franchise operators vary widely in what benefits they offer, which means there is no single benefits package that applies across all locations. What follows reflects what is available at many locations, with notes on where variation is common.

Part-Time Employees

• Closed Sundays: All Chick-fil-A locations are closed every Sunday -- a guaranteed day off that applies to every employee regardless of status; this is the most consistent benefit across the entire franchise system
• Meal discount / free meals: Most franchise locations provide free or heavily discounted meals during shifts; specific terms are set by the operator
• Scholarship program (True Inspiration Awards): Chick-fil-A corporate offers scholarships through the True Inspiration Awards -- up to $25,000 for eligible employees pursuing higher education; this is a corporate program available to employees at participating franchise locations
• Tuition assistance (operator-level): Many franchise operators offer their own tuition assistance programs on top of the corporate scholarship; amount and eligibility vary by location
• Flexible scheduling: Most operators accommodate school schedules for part-time crew; this is a practical benefit for the large student demographic that works at Chick-fil-A

Full-Time Employees

• Health insurance: Availability depends on the franchise operator; some operators offer medical, dental, and vision for full-time employees; others do not -- this is a meaningful point to confirm before accepting a full-time role
• 401(k): Some operators offer a 401(k) plan for full-time employees; others do not; Chick-fil-A corporate does not mandate a retirement benefit at the franchise level
• Paid time off: Full-time employees at many locations accumulate PTO; terms are set by the operator and are not standardized
• All part-time benefits: Full-time employees retain access to the closed Sundays schedule, scholarship programs, and meal benefits

Getting Hired at Chick-fil-A

Chick-fil-A is known for a hiring process that is slightly more rigorous than other fast food employers -- operators tend to be selective about team culture fit and work ethic. In practice, this means the interview process is taken more seriously, but offers can still come quickly for qualified applicants.

• Where to apply: chick-fil-a.com/careers routes to the individual franchise operator's application for each location; you can also walk in and apply in person at most stores, which is often the fastest path
• Timeline: Many operators make same-day or next-day offers for crew-level roles after a single interview; higher-volume locations may interview multiple candidates before deciding, but the process is generally faster than traditional retail
• Interview format: Typically one round -- an in-person conversation with the operator or a manager. Questions focus on customer service orientation, availability, and work ethic. Chick-fil-A operators commonly ask situational questions about how you handle a busy or difficult moment with a customer.
• Background check: Varies by franchise operator; many Chick-fil-A locations do not run formal background checks for entry-level crew roles; more likely for supervisory or management positions
• Drug test: Most franchise locations do not require pre-employment drug testing for crew-level roles; this is more common in markets where operators have had past issues or for higher-level positions
• Best positions to target first: Team Member is the standard entry point; starting there and demonstrating reliability is the typical path to Shift Leader, which carries a meaningful pay increase

Frequently Asked Questions

Does Chick-fil-A pay weekly or biweekly?

Most Chick-fil-A franchise locations pay on a biweekly schedule, though some operators pay weekly. Because each location is independently operated, pay frequency is set by the franchise owner. Confirm the schedule during the interview or before your first day.

What is Chick-fil-A's starting wage in 2026?

There is no single Chick-fil-A starting wage -- each franchise operator sets pay independently. In practice, most locations start crew at $13–$15/hr in lower-cost markets and $16–$20/hr in high-wage states. California locations must pay at least $20/hr under the FAST Act. In competitive markets, operators often pay above the floor to attract workers.

Does Chick-fil-A give raises?

Raises at Chick-fil-A are entirely at the discretion of the franchise operator. There is no corporate-mandated raise schedule. Operators who value retention tend to offer regular small increases -- often after 90 days and then annually. Shift Leader promotions come with a meaningful pay increase that is more predictable than merit raises for crew.

Is every Chick-fil-A really closed on Sundays?

Yes -- every Chick-fil-A location in the country is closed on Sunday. This is a corporate policy that all franchise operators agree to as a condition of holding a Chick-fil-A franchise license. It applies universally, including locations in airports, college campuses, and stadiums. For employees, it means a guaranteed day off every week regardless of scheduling demands.

Do part-time Chick-fil-A employees get benefits?

The most reliable part-time benefit is access to the True Inspiration Awards scholarship program (up to $25,000) and the Sunday closure. Beyond that, benefits for part-time crew depend entirely on the franchise operator. Some operators offer tuition assistance, reduced-cost meals, and flexible scheduling accommodations; others offer only what state and federal law require. The Sunday guarantee is the one consistent benefit across all locations.

Is Chick-fil-A a good place to work for hourly employees?

Chick-fil-A consistently ranks above average in fast food for work environment quality, customer interaction, and schedule predictability. Pay tends to run above the QSR average in competitive markets, and the Sunday closure is a genuine quality-of-life advantage. The experience varies significantly by operator -- a well-run franchise with a strong operator can be one of the better hourly food service jobs in a given market. A poorly managed franchise is no different from any other fast food job.

Pay rates at Chick-fil-A vary by franchise operator and state. Enter your email below to get a free weekly update when Chick-fil-A operators in your area adjust wages -- we track changes by role and market so you always have current numbers.