The Yunnan Provincial Department of Human Resources and Social Security has officially issued a notice, endorsed by the provincial government, outlining an upward revision of the regional minimum wage standards, which will come into effect on September 1, 2026. This policy shift is designed to strengthen the protective role of minimum wages, foster reasonable salary growth for low-income earners, and safeguard the essential living needs of workers and their dependents. Ultimately, these measures aim to improve overall social welfare and enhance the public's sense of gain and well-being.
Under the updated framework, the province will continue to classify its county-level administrative areas into three tiers based on economic development levels, with distinct wage floors applicable to each category. The specific adjustments are detailed as follows: For the first-tier areas, which encompass Wuhua District, Panlong District, Xishan District, Guandu District, Chenggong District, Jinning District, Anning City, and Songming County within Kunming, the monthly minimum wage will rise from 2,170 yuan to 2,270 yuan, while the hourly minimum wage will increase from 21 yuan to 22 yuan.
In the second-tier areas, comprising the remaining counties under Kunming’s jurisdiction, Dongchuan District, county-level cities and municipal districts in other prefectures, as well as Yulong County and Deqin County, the monthly minimum wage will be raised from 2,020 yuan to 2,120 yuan, with the hourly rate moving from 20 yuan to 21 yuan. The third-tier areas, which include all other counties in the province, will see their monthly minimum wage increase from 1,870 yuan to 1,970 yuan and their hourly minimum wage from 19 yuan to 20 yuan.
According to the provincial regulations on minimum wages, this standard represents the minimum remuneration that employers must pay workers who have performed normal labor within statutory or contractually agreed working hours. The calculation of this base wage includes social insurance premiums and housing fund contributions that are personally borne by the employee as per regulations. However, it excludes overtime pay that is included in the total wage bill, allowances for special or additional labor exertion, non-wage welfare benefits stipulated by laws or policies, and any housing or meal subsidies provided by the employer in monetary form.
In terms of application, the monthly minimum wage standard is designated for full-time employees, whereas the hourly minimum wage standard applies to part-time workers.