California Minimum Wage Requirements for Employers
California Minimum Wage Requirements for Employers
Employers in California should prepare for a number of local minimum wage increases in various cities and counties across the state that will become effective July 1, 2026, including:
•Los Angeles City: $18.42
•Los Angeles County (unincorporated): $18.47
•Malibu: $17.91
•Pasadena: $18.57
•Santa Monica: $18.47
Employers with employees working in these jurisdictions, including remote employees who perform work there, should ensure that hourly wages are updated to meet or exceed local rates no later than July 1, 2026. That is only a portion of California’s local minimum wage changes effective July 1, 2026. Many cities and counties elect to implement annual adjustments on January 1. A complete list of the various cities and counties within California can be found here.[1] In addition, industries have their own special wage rates.
Industry Specific Minimum Wage Rates
In addition to the local rates noted above, certain industries are subject to increases exceeding the statewide and local minimum wage rates.
Hotel Workers:
•Glendale (60 rooms or more): $25.00
•Long Beach (100 rooms or more): $26.50
•San Diego (150 rooms or more): $19.00
•West Hollywood (All hotels): $25.00
•City of Los Angeles (60 rooms or more, with health benefits): $25.00
•City of Los Angeles (60 rooms or more, without health benefits): $29.25
Health Care Workers:
| For Safety Net Hospitals, see https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm#Question14, FAQ 14) |
Employers are advised to review their practices now to ensure they are prepared for upcoming changes. Proactive planning now can help employers avoid exposure to wage and hour claims, penalties, and administrative costs. Our firm is here to help you plan, grow, and protect your business. Please feel free to contact Dawn at: dawn@eppscoulson.com.
EPPS & COULSON, LLP
Information contained in this Memo is intended for informational and educational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney. It is likely considered advertising. Epps & Coulson, LLP encourages you to call to discuss these matters as they apply to you or your business. Epps & Coulson, LLP attorneys and affiliated counsel admitted to practice in California, Texas, Colorado, Oregon, New York, Connecticut, District of Columbia, Massachusetts, Michigan, New Jersey, Hawaii, European Union, England and Wales, France (Paris Bar), Sweden, and the US Patent & Trademark Office.
[1] Inventory of US City and County Minimum Wage Ordinances – UC Berkeley Labor Center