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The city of Los Angeles (the city) enacted a minimum wage ordinance (the MWO) that requires you to pay any employee who works at least two hours in a particular week within the geographic boundaries of the city at the local minimum wage (the Los Angeles city minimum wage).1
To determine if a workplace or job site falls within the city limits, go to the city of Los Angeles Neighborhood Info website. You can find more information regarding the MWO in the city of Los Angeles website. You can also contact the Office of Wage Standards (the OWS) at 1-844 -924-3752 or by email at wagesla@lacity.org.
Read about the July 1, 2026, minimum wage increase.
Future rate changes will be made annually based on the Regional Consumer Price Index.2
A covered employee (employee) under the MWO is any employee who:
A “particular week” means “any seven consecutive days, starting with the same calendar day each week.” 4 You must pay employees at least the city of Los Angeles minimum wage for each hour worked in the city, regardless of where the employer is located or whether the employee is a city of Los Angeles resident. 5 This does not include tips. 6
An employee traveling through the city who makes even one stop in the city as a requirement of the employee’s job (e.g., to make a pickup, delivery, sales call or service call) is covered by the Ordinance for all hours worked in the city, including travel time within the city, as long as the employee performs at least two hours of work in the city during the week. An employee traveling through the city with no employment-related stops is not covered by the MWO. Stops for refueling or personal meals or errands are not considered employment-related stops. An employee who lives in the city and performs for an Employer from home, including telecommuting, is covered by the MWO. An employee who works from a home outside the city is not covered by the MWO unless the employee also works at least two hours in any particular week in the city. 7
Employees cannot waive their right to receive at least the city of Los Angeles minimum wage. 8
For the first 160 hours of employment, you do not have to pay the full city of Los Angeles minimum wage to employees who are 14 - 17 years of age, but you must pay them at least 85 percent of the applicable the city of Los Angeles minimum wage. You must pay the full applicable city of Los Angeles minimum wage for every hour worked beyond 160 hours.9
You do not need to pay the city of Los Angeles minimum wage to individuals who are not entitled to the state minimum wage.10 For more information on these types of employees, see Minimum Wage.
You can find additional information regarding application of the MWO on the Office of Wage Standards website.
The MWO requires you to display an official, city-provided notice specifying the minimum wage and rights of employees. The city has published a notice to fulfill this requirement. You must display the city-provided notice in English and any language spoken by at least 5 percent of the employees at your workplace or jobsite. The city provides notices in English, Spanish, Chinese, Hindi, Vietnamese, Tagalog, Korean, Japanese, Thai, Armenian, Russian and Farsi. The notices must be posted in a conspicuous place at all locations where employees work.11
In addition, you must display the California Minimum Wage Order, which can be found on CalChamber’s California and Federal Labor Law posters.
At the time of hire, you must provide employees, your company's name, address, and telephone number in writing. If any of this information changes you must provide your employees updated information within ten days of the change.12
State law also requires you to provide Wage and Employment Notice to Employees (Labor Code section 2810.5) at the time of hire to all non-exempt employees that includes this information and meets the obligation under the MWO.13 More information about the notice can be found at New Employee Orientation.
You must also notify employees of their possible right to the federal Earned Income Credit.14
You are required to retain payroll records pertaining to employees for a period of four years. The OWS must be permitted access to these records during business hours, with appropriate notice.15
If you do not maintain complete and accurate payroll records, the city will assume non-compliance with the record keeping requirements of the MWO.16
The MWO is enforced by the OWS.17 The OWS may conduct investigations and take administrative action to enforce the minimum wage.
If the OWS determines that an employer has violated the MWO, it will issue a Notice of Correction, which the employer is required to post within 24 hours of receipt. The Notice of Correction describes corrective action required.18
If the OWS determines that an employer has violated the MWO, the OWS may issue an administrative penalty payable to the city of up to $50 per employee per day of the violation. Additionally, the OWS may issue administrative fines of up to $500 per day for failing to post the required notice or a Notice of Correction, failing to allow access to payroll records, failing to maintain payroll records for four years or failing to cooperate with an investigation. The OWS may issue administrative fines of up to $1,000 per employee if the OWS determines an employer retaliated against an employee. If an employer previously received a Notice of Correction for violation of the same provision within the previous three years, the administrative fines may be increased by up to 50 percent from the maximum fine allowed.19 The OWS may file a civil action against an employer who fails to pay assessed amounts.20
Aggrieved employees, the city, or a person or entity acting on behalf of the public can file a civil lawsuit for any violation of the Ordinance.21
Remedies for violations of the Ordinance may include: reinstatement; back pay; penalties up to $120 per day owed to each employee for each day that the violation occurred; interest on amounts owed; and attorneys’ fees and costs. In cases involving retaliation, unpaid wages, and penalties are tripled.22 See “Retaliation” on this page.
The California Labor Commissioner also has the authority to investigate and enforce local minimum wage and overtime provisions, including such provisions in the MWO, and to issue citations and penalties against employers for violations. However, the Labor Commissioner and the OWS cannot both cite the employer for the same violation.
In June 2017, a chain of fast-food restaurants was hit with a $1.45 million demand for restitution, penalties, and fines for allegedly failing to comply with the city’s minimum wage laws, and failing to provide investigators access to interview employees. The restaurants were also cited for failing to post the mandatory poster at two of its locations. A city lawyer said the city may file a civil action if the restaurant fails to make payments. A lien can also be placed against any property owned or operated by an employer who fails to pay wages, penalties and administrative fines. Failure to comply with local ordinances can be an extremely costly proposition. Just making the employee whole often won’t be enough; the local government may issue fines and penalties.
Employees who assert their rights under the MWO are protected from retaliation.23 For example, employees have the right to complain to their employer that they are not being paid the minimum wage; file formal complaints; inform other employees of their rights to the city of Los Angeles minimum wage; or assist employees to assert their rights.
If an employer takes adverse action against an employee within 90 days after the employee asserted rights protected by the minimum wage ordinance, it will be presumed this action was retaliation. The employer will have to offer evidence to rebut this presumption.
1. Los Angeles Mun. Code secs. 187.01C, 187.02
2. Los Angeles Mun. Code sec. 187.02D; City of Los Angeles Minimum Wage and Sick Time Benefits: Frequently Asked Questions (FAQ) (June 2022), FAQ No. 15; Los Angeles Rules and Regulations Implementing the Minimum Wage Ordinance (January 25, 2022), Reg. #9
3. Los Angeles Mun. Code sec. 187.01
4. Los Angeles Rules and Regulations Implementing the Minimum Wage Ordinance (January 25, 2022), Reg. #1
5. Los Angeles Mun. Code secs. 187.01, 187.02
6. City of Los Angeles Minimum Wage and Sick Time Benefits: Frequently Asked Questions (FAQ) (June 2022), FAQ No. 19
7. Los Angeles Rules and Regulations Implementing the Minimum Wage Ordinance (January 25, 2022), Reg. #1
8. Los Angeles Mun. Code sec. 187.08
9. Los Angeles Mun. Code sec. 187.02E
10. Los Angeles Mun. Code secs. 187.01C(2), 187.02A
11. Los Angeles Mun. Code sec. 188.03A; City of Los Angeles Minimum Wage and Sick Time Benefits: Frequently Asked Questions (FAQ) (March 2017), FAQ No. 54
12. Los Angeles Mun. Code sec. 188.03A
13. Lab. Code sec. 2810.5
14. Los Angeles Mun. Code sec. 187.05
15. Los Angeles Mun. Code secs. 188.03B, C
16. Los Angeles Rules and Regulations Implementing the Minimum Wage Ordinance (January 25, 2022), Reg. #2
17. Los Angeles Mun. Code sec. 188.00, et seq.
18. Los Angeles Mun. Code sec. 188.06C, D
19. Los Angeles Mun. Code sec. 188.08B, C
20. Los Angeles Mun. Code sec. 188.09
21. Los Angeles Mun. Code sec. 188.07
22. Los Angeles Mun. Code secs. 188.07A, 188.08
23. Los Angeles Mun. Code secs. 187.06, 188.04