Five Below store pay often lands in the low-to-mid teens per hour, shaped by role, state wage floors, and shift needs.
If you’re eyeing a job at Five Below, your first question is usually the same: what will the paycheck look like once taxes hit and hours swing week to week? Pay can feel confusing because people share one number online, then the store two towns over starts higher, or a seasonal role pays a bit more during peak weeks.
This guide helps you estimate pay fast today, then get the rate in writing before you accept. It also shows what to ask.
How Much Does Five Below Pay Per Hour In 2025?
Five Below pay sits on three pillars: the local wage floor, the job title, and how hard it is for that store to staff the schedule. Many entry store roles cluster around local minimum wage plus a small bump. Lead roles and managers can jump several dollars per hour, and some stores add a hiring bump during high-traffic seasons.
| Role (Typical Store Side) | Typical Hourly Range (US) | What Usually Moves The Rate |
|---|---|---|
| Sales Associate / Retail Associate | $11–$16 | State wage floor, weekend availability, prior retail work |
| Seasonal Associate | $14–$16 | Peak-week staffing needs, late-night stock shifts |
| Cashier (if listed as a separate role) | $11–$15 | Speed on register, shift coverage, local wage floor |
| Freight / Stock Associate | $11–$16 | Early-morning shifts, truck days, lifting demands |
| Shift Lead / Lead (varies by market) | $14–$19 | Open/close ability, cash handling, shrink awareness |
| Assistant Store Manager | $16–$24 | Experience running shifts, staffing gaps, store volume |
| Store Manager | $25–$33 | Bonus plan eligibility, store sales volume, tenure |
| District-Level And Corporate Roles | Varies widely | Specialized skills, location, banded salary ranges |
These ranges come from large pay datasets that blend self-reported wages and job-posting estimates. Use them to set expectations, then confirm your store’s offer in writing.
Why The Same Job Pays Different In Two Nearby Stores
Five Below stores follow wage laws where the store sits. That one detail can swing starting pay a lot. A store in a higher-wage state can’t legally start below the state rate, and many cities set their own higher floor. In states without a higher state rate, the federal floor can still apply.
If you want to sanity-check the legal floor in your state, the U.S. Department of Labor maintains a clear list of state minimum wage laws and when they apply.
How Hours Change What Your Pay Feels Like
Hourly rate is only half the story. Retail schedules swing. Some weeks you might get three short shifts. Other weeks you might get closing shifts plus a weekend open. That’s why two associates with the same rate can take home different amounts.
- Part-time: Often 10–25 hours, with spikes near major shopping weeks.
- Full-time (where offered): More steady hours, often tied to lead or manager roles.
- Seasonal: Hours can jump fast, then drop once the rush ends.
What You Can Earn By Job Level
Sales Associate And Cashier Pay
Most applicants land here. Stores look for reliability, quick register work, and solid floor recovery. In many markets the rate starts close to the local wage floor, then inches up with weekend availability, closing shifts, and clean attendance.
If you’re trying to answer “how much do 5 and below pay?” for this role, your best shortcut is to search current job postings for your zip code, then compare that to local wage floors. A posted “from” rate often reflects what the store is willing to pay right now, not what it paid last year.
Stock, Freight, And Truck-Day Roles
These jobs can pay a touch more in some markets because the shifts can start early, run late, or demand more lifting. Truck-day work also has a pace: unload, sort, stage, then push product to the floor fast.
If you’re strong on attendance and you can take early shifts, bring that up in the interview. It’s one of the cleanest ways to stand out without sounding pushy.
Shift Lead And Shift Runner Pay
Titles vary by store. In many retail chains, the person who opens or closes, counts drawers, and handles overrides earns more than a standard associate. If you’ve run a register, trained new hires, or closed a store, mention it. That experience maps directly to what they need.
Assistant Store Manager Pay
Assistant managers can land in a higher band because they run the floor, build schedules, coach performance, and carry more responsibility when the store manager is out. Some markets pay ASM roles as hourly, some use salary, and bonus plans can enter the picture.
Store Manager Pay And Bonuses
Store managers often earn a higher hourly equivalent (or salary) and may have bonus eligibility tied to sales, staffing, and shrink results. If you’re applying for manager roles, ask how bonuses are calculated and when they pay.
How Much Do 5 And Below Pay? Factors That Change The Offer
Pay offers aren’t random. Hiring managers are usually working inside a pay band, then picking a point based on what you bring and what the store needs that week. Here are the things that change the offer most often.
Local Wage Floors And City Rules
State and city wage floors set the bottom. When the legal floor rises, starting pay tends to move with it, though not always in a perfect step. If your city rate is above the state rate, the city rate can win.
Availability That Solves A Scheduling Headache
If you can cover weekends, close, or work truck days, you’re easier to schedule. That can translate into a better starting rate or steadier hours. Be direct about what you can take on, then be realistic so you don’t burn out in week two.
Experience That Cuts Training Time
Retail hiring managers love people who can hit the floor fast. These details can nudge pay upward:
- Register speed and clean cash handling
- Merchandising habits (fronting, endcaps, recovery)
- Loss prevention awareness (spotting patterns, following process)
- Comfort with coaching new hires
Seasonal Hiring Bumps
Some stores pay more during big hiring waves to fill shifts fast. If you apply in late fall, the “from” rate can look higher than spring postings. If you want steady hours after the season ends, ask what typically happens to seasonal roles once staffing normalizes.
Paycheck Math In Plain English
Retail pay questions often turn into a simple math problem: hourly rate × hours, then minus taxes. You can’t predict taxes down to the dollar without your own filing details, yet you can still estimate your gross pay and avoid surprises.
| Hourly Rate | Hours In A Week | Gross Pay Estimate |
|---|---|---|
| $12 | 15 | $180 |
| $12 | 25 | $300 |
| $14 | 20 | $280 |
| $14 | 30 | $420 |
| $16 | 25 | $400 |
| $18 | 35 | $630 |
| $22 | 40 | $880 |
Gross pay is what you earn before deductions. Net pay is what hits your bank. Withholding varies by state, filing status, and benefits deductions. If you’re comparing two offers, compare gross first, then ask what deductions to expect on day one.
Benefits And Perks That Change Total Take-Home
Pay rate is only one part of the package. Discounts and benefit access can change what the job feels like over a few months. Five Below publishes benefit portals for team members, which can help you see what’s offered in your employment category. Start with the official Five Below benefits hub, then match it to what your store offers in your state.
Common Perks People Ask About
- Employee discount (ask the rate and what it applies to)
- Paid time off rules for your role type
- Health plan access for roles that qualify
- Training paths into lead roles
How To Get A Strong Offer Without Awkward Vibes
Retail pay talks can feel weird, yet they don’t need to. The goal is clarity, not a showdown. Keep it friendly, keep it specific, and tie your request to what you can do for the store.
Questions That Get You A Real Number
- “What is the starting rate for this store and this role?”
- “Is that rate tied to open availability, close availability, or truck days?”
- “How many hours do new hires usually get in the first month?”
- “When are raises reviewed, and what does a raise depend on?”
A Simple Script If You Have Experience
Try: “I’ve run register and trained new hires at my last store. If I can take closing shifts and truck days, can we start at $X?” Pick an X that matches your market, then pause. Silence is fine. Let them answer.
What To Ask For In Writing
Before you accept, ask for the offer letter or onboarding email that lists the rate, the job title, and whether you’re part-time or full-time. If anything is missing, ask for it to be corrected. Clear paper beats a casual promise every time.
Quick Checklist Before You Apply
Use this list to tighten your odds of getting the best offer your store can make:
- Check the wage floor in your state and city.
- Search current postings for your store area and note the “from” rate.
- Pick two availability blocks you can commit to (like weekend open and two closes).
- Write down two retail wins you can prove (speed, accuracy, training, stock work).
- Ask for the rate and the typical weekly hours before you accept.
When someone asks “how much do 5 and below pay?” the best answer is the rate in your offer letter, matched to your hours. Use the ranges above to set expectations, then lock in the details in writing so your first payday feels clean.