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Home > State Law Articles > California > California - Wage & Hour

Articles Discussing California Wage & Hour Laws.

City of Los Angeles Hotel Workers’ Minimum Wage Increase Put on Hold

Posted: July 2, 2025 | Jackson Lewis Category: California - Wage & Hour Tags: Los Angeles

The City of Los Angeles has put the minimum wage increase for hotel workers on hold.  Certain provisions were to take effect on July 1, 2025. This decision comes after a referendum petition against the ordinance was filed with the City Clerk’s office on June 27, 2025.

The ordinancewouldincrease wages

California Appellate Court Affirms Employer’s Decertification of Meal and Rest Period Class Action

Posted: July 2, 2025 | Ogletree Deakins Category: California - Wage & Hour Tags: Meal and Rest

The California Court of Appeal, First Appellate District, recently affirmed a trial court ruling decertifying a wage-and-hour class action alleging a hospital failed to comply with protections for meal and rest periods for registered nurses. The ruling provided several significant employer-friendly holdings regarding class certification in California wage-and-hour litigation.

Reminder: Minimum Wage Hikes Take Effect Tomorrow (July 1)

Posted: June 30, 2025 | CDF Labor Law LLP Category: California - Wage & Hour

By: Reminder: Minimum Wage Hikes Take Effect Tomorrow (July 1)

On July 1, 2025 new increased minimum wage rates will be effective in many California cities and counties. Many municipalities are increasing the minimum wage across the board, and others have industry-specific increases. A more full explanation of the causes and specific minimum wage increases can be found in our previous blog post. California employers are strongly encouraged to review the applicable minimum wage in their municipalities to ensure they are paying the correct rates come July 1.

Reminder: California Healthcare Minimum Wage Increase Effective July 1, 2025

Posted: June 24, 2025 | Jackson Lewis Category: California - Wage & Hour

Employers in the healthcare industry in California are subject to a separate minimum wage from other employers.

Effective July 1, 2025, certain healthcare facilities will see an increase in their minimum wage rates. The following is a summary of the increases based on the type of employer.

Type of Healthcare

Sun’s Out, Funds Up: California’s Local Minimum Wage Increases in July

Posted: June 5, 2025 | Jackson Lewis Category: California - Wage & Hour

At the start of the year, the state minimum wage increased, along with several local jurisdictions. Many other California cities and counties also raise their minimum wage on July 1.

The following localities will raise their minimum wage on July 1, 2025:

LocalityCurrent
Minimum Wage
New Minimum wageAlameda$17.00$17.46Berkeley$18.67$19.18Emeryville$19.36$19.90Fremont$17.30$17.75City of Los Angeles$17.28$17.87County of Los

Prospectively Signed Meal Waivers Are Enforceable

Posted: May 29, 2025 | Shaw Law Group, PC Category: California - Wage & Hour

On April 21, 2025, the California Court of Appeal issued a significant ruling in favor of employers. In Bradsbery v. Vicar Operating, the court held that revocable meal period waivers prospectively signed by employees are

City of Los Angeles Passes Olympic Wage Increases and Other Entitlements for Hotel and Airport Workers

Posted: May 29, 2025 | Jackson Lewis Category: California - Wage & Hour Tags: Los Angeles

On May 27, the City of Los Angeles passed amendments to the Living Wage Ordinance (LWO) and the Hotel Worker Minimum Wage Ordinance (HWMO). The development of these amendments began in December 2024, and since then have been the subject of debate and public comment.

Here is what hotel and

How to Create Enforceable Meal Period Waivers – Workplace Wake-Up with Jen Shaw

Posted: May 29, 2025 | Shaw Law Group, PC Category: California - Wage & Hour

In this episode, Jen discusses a recent California court decision upholding meal period waivers and explains how to make them enforceable.

July 1 Minimum Wage Hikes Across California Explained

Posted: May 22, 2025 | CDF Labor Law LLP Category: California - Wage & Hour

By: July 1 Minimum Wage Hikes Across California Explained

On July 1, 2025, new increased minimum wage rates will go into effect in many California cities and counties. Local governments have looked to offset the effects of inflation and have decided to use minimum wage ordinances to address the increased cost of living in many localities within the state. As a result, many jurisdictions in California have established higher minimum wages than California’s current minimum wage rate of $16.50/hour. These municipalities include, but are not limited to: Alameda, Belmont, Berkeley, Burlingame, Cupertino, Daly City, East Palo Alto, El Cerrito, Emeryville, Foster City, Fremont, Half Moon Bay, Los Altos, Los Angeles (city and county), Malibu, Menlo Park, Milpitas, Mountain View, Novato, Oakland, Palo Alto, Pasadena, Petaluma, San Carlos, San Diego, San Francisco, San Jose, San Leandro, San Mateo (city and county), Santa Clara, Santa Monica, Santa Rosa, Sonoma, South San Francisco, Sunnyvale, and West Hollywood.  

Generally, employers are required to pay a higher state or local minimum wage. Employers should check compliance with their local minimum wage law to ensure they will be paying employees the correct amount by July 1, 2025. Employers must comply with the more stringent law (when compared with the state/Federal). 

A non-exhaustive list of increases is below:

  • Berkeley: $19.18/hr (up from $18.67/hr)
  • City of Los Angeles: $17.87/hr (up from $17.28)
  • Emeryville: $19.90/hr (up from $19.36/hr)
  • Fremont: $17.75/hr (up from $17.30/hr)
  • Los Angeles County (unincorporated areas): $17.81/hr (up from $17.27/hr)
  • Milpitas: $18.20/hr (up from $17.70/hr)
  • Pasadena: $18.04/hr (up from $17.50/hr)
  • San Francisco: $19.90/hr (up from $18.67/hr)
  • Santa Monica: $17.81/hr (up from $17.27/hr)

In addition, some cities have industry-specific minimum wage laws. For example, hotel workers in West Hollywood will see an increased rate to $20.22/hr as of July 1, 2025 (up from $19.61/hr). And for hotels and businesses operating on hotel property, those employers will need to pay covered workers $21.01/hr as of July 1, 2025 (up from $20.32/hr). NOTE: This is subject to change, as on May 12, 2025, the City of Los Angeles City Council voted to approve a proposal to require a $22.50 minimum wage for hotel workers effective July 1, 2025, subject to a final vote by the City Council and action by the mayor. If this ordinance becomes effective, the City of Santa Monica’s hotel worker living wage will also increase to $22.50/hr effective July 1, 2025, or the soonest date thereafter that the ordinance becomes effective.)

Notably, covered fast food workers in California must be paid at least $20.00/hr, (which exceeds many local rates for non-fast food workers.) This increase was due to AB 1228, which amended the Labor Code to provide a minimum wage for fast food restaurant employees. A city or county local minimum wage may exceed $20.00/hr, and employers must pay the higher rate.

Other cities, such as Milpitas, have laws that raise the minimum wage rate every July 1, based on the increased cost of living. This is usually calculated and set by the relevant local Consumer Price Index (“CPI”) as published by the U.S. Department of Labor, Bureau of Labor Statistics. Municipalities rely on the CPI to determine and adjust minimum wage ordinances in California to reflect the cost of living and to keep pace with inflation.

To summarize, California employers should review the applicable local minimum wage for all employees (including remote employees) to ensure they are paying the correct rate and get ready to implement increases for July 1, 2025.

What California Employers Need to Know About Wage Deductions

Posted: May 15, 2025 | Jackson Lewis Category: California - Wage & Hour

It is important for employers in California to understand what is permitted for wage deductions to maintain compliance and avoid potential pitfalls.

Reminder: Get Ready for Los Angeles County’s Fair Work Week Ordinance Effective Date: July 1, 2025

Posted: May 7, 2025 | CDF Labor Law LLP Category: California - Wage & Hour Tags: Los Angeles

By: Reminder: Get Ready for Los Angeles County’s Fair Work Week Ordinance Effective Date: July 1, 2025

As we previously blogged, effective July 1, 2025, Los Angeles County’s new Fair Work Week Ordinance requires qualifying retailers and grocers (300+ employees nationwide in unincorporated LA County) to give workers predictable schedules, advance notice, rest between shifts, and “predictability pay” for certain schedule changes. It also mandates recordkeeping, posting notices, and limits on hiring new staff before offering existing employees extra hours.

Here’s a quick refresher on the key requirements:

1. Good Faith Estimate of Work Schedule

  • Provide every new hire—and any current employee within 10 calendar days of request—a written, non binding estimate of expected hours, days, locations, and potential shifts.
  • If actual schedules deviate substantially (≥20% of hours, different days, location, or shifts outside the estimate in six of 12 weeks), document a legitimate business reason that is unknown at the time of estimate to substantiate the deviation.

2. Advance Notice of Schedules

  • Publish each two week schedule at least 14 calendar days before it begins.
  • Any employer initiated change after that notice must be made in writing.
  • Employees may decline added hours or shifts not in the original schedule; if they accept a late change, the acceptance must be in writing.

3. Right to Request Hours, Times & Locations

  • Solicit each covered employee’s preferred work hours, times, or locations.
  • Respond in writing to every request, granting or denying with an explanation.

4. Access to Additional Hours Before Hiring

  • Post open shifts 72 hours before hiring; qualified current employees have 48 hours to accept.
  • Only if no qualified employees volunteer may you hire outside.
  • Offers under this rule do not trigger predictability pay if those additional hours result in a schedule change.

5. Premium (“Predictability”) Pay for Schedule Changes (Subject to Exemptions)

  • No loss / +≤15 min gain: 1 hour’s pay at the regular rate.
  • Loss > 15 min: 0.5 hour’s pay at the regular rate for lost time.

6. Rest Time Between Shifts

  • Provide at least 10 hours between shifts—or, with written employee consent, pay time and a half for each hour in the gap.

7. Mandatory Notice Posting

  • Display the County’s official Fair Work Week notice in a visible area (break room, bulletin board) or distribute electronically.

8. Recordkeeping

  • Retain all schedules, estimates, requests, notices, and related records for three years.

9. Manager Training

  • Train managers to finalize and post schedules on time and obtain written consents.

Next Steps

  1. Conduct an Immediate Audit of your scheduling, posting, and record retention processes.
  2. Roll Out Updated Policies and provide targeted training for managers, HR, and payroll teams.

By proactively implementing these measures, your organization will mitigate risk and avoid costly penalties.

 

Prospectively-Signed Meal Waivers Are Enforceable

Posted: May 6, 2025 | Shaw Law Group, PC Category: California - Wage & Hour

On April 21, the California Court of Appeal issued a significant ruling in favor of employers. In Bradsbery v. Vicar Operating, the court held that revocable meal period waivers prospectively signed by employees are enforceable,

California Pay Reports Are Due on May 14—Are You Ready?

Posted: April 20, 2025 | Ogletree Deakins Category: California - Wage & Hour

All 2024 California pay data reporting filings are due to be filed no later than May 14, 2025. Failing to meet this deadline could subject employers to fines or penalties of up to $100 per employee for a first violation and up to $200 per employee for a second violation.

The Basics on Paydays and Pay Periods for Employers in California

Posted: March 20, 2025 | Jackson Lewis Category: California - Wage & Hour

As an employer in California, it’s necessary to understand and comply with the state’s payday laws.

California law mandates that employers establish regular paydays and notify employees of these dates. A model notice is available on the Labor Commissioner’s website. 

The frequency of paydays depends on the type of work

Why You Must Audit Wage-Hour Compliance – Workplace Wake-Up with Jen Shaw

Posted: March 18, 2025 | Shaw Law Group, PC Category: California - Wage & Hour

In this episode, Jen explains the value of wage-hour audits.

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