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The city of Pasadena (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 rate (the Pasadena minimum wage).1
Read about the July 1, 2026, minimum wage increase.
You can find more information regarding the MWO on the city's website. You may also call the city’s minimum wage enforcement staff at (626) 744-6831 with questions. And to see if your business falls within city limits, use the Pasadena Minimum Wage Address Lookup tool.
Future rate increases will be made annually based on the Regional Consumer Price Index. 3
You can find the current Pasadena minimum wage on the city's website.
A covered employee (employee) under the MWO is any employee who:
The Pasadena minimum wage applies to employees working in Pasadena, regardless of where the employer is located or whether the employee is a Pasadena resident.
Employees cannot waive their right to receive at least the Pasadena minimum wage.5
You do not need to pay the Pasadena minimum wage to employees who are not entitled to the state minimum wage.6 For more information on these types of employees, see Minimum Wage.
You do not need to pay the full Pasadena minimum wage to certain learners who are 14 to 17 years of age, during their first 160 hours of employment. However, you must pay learners at least 85 percent of the applicable minimum wage, rounded to the nearest nickel, and you must pay the full applicable minimum wage for every hour worked after the first 160 hours.7
You are required to provide written notification to all employees of the minimum wage and their rights under the MWO as well as the employee’s possible right to the federal Earned Income Credit under Section 32 of the Internal Revenue Code.8
Additionally, the notification must be posted prominently at the worksite where it will be seen by employees. The notice must be posted in English and in any other languages spoken by more than 5 percent of the employees at the worksite.9 The city published sample notices in English, Spanish, Eastern Armenian, Simplified Chinese and Traditional Chinese.
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 a written notice with your company's name, address and telephone number in writing.10
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 nonexempt employees that includes this information and meets the obligation under the MWO.11 More information about the notice can be found at New Employee Orientation.
You also are required to retain records of each employee’s name, hours worked and pay rate for a period of three years, which you must provide to an employee upon request.12 The city must be permitted access to these records.13
The MWO is enforced by the Director of the Department of Finance on behalf of the city.14
Violations of the MWO can be prosecuted either as a misdemeanor or an infraction. Misdemeanor violations of the MWO are punishable by up to six months in jail and/or a fine up to $1,000, for each violation. Infractions are punishable by a fine.15 Fines for infractions are $100 for a first violation, $200 for a second violation, and $500 for each additional violation within one year.16
In addition, the city may subject an employer to administrative proceedings for violations of the MWO. Fines in administrative proceedings are set by the city council.17
The city also has the authority to take other enforcement actions, such as revoking or suspending registration, certificates, permits or licenses until the violation is remedied.18 An aggrieved employee or the city may also file a lawsuit for any violation of the MWO.1 9
Remedies for violations of the MWO may include: reinstatement; back pay; an additional amount of triple back pay; reinstatement; and attorney's fees and costs.20
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 city cannot both cite the employer for the same violation.
Employees who assert their rights under the MWO are protected against retaliation.21 For example, employees have the right to complain to their employer that they are not being paid the Pasadena minimum wage and file formal complaints asserting their rights.
If an employer takes adverse action against an employee within 90 days after the employee asserted rights protected by the MWO, the employer's action will be presumed to be retaliatory. The employer will have to offer evidence to rebut this presumption.
1. Pasadena Mun. Code secs. 5.02.010C(1), 5.02.015A
2. Pasadena Mun. Code sec. 5.02.015B
3. Pasadena Mun. Code sec. 5.02.015C
4. Pasadena Mun. Code sec. 5.02.010C
5. Pasadena Mun. Code sec. 5.02.045
6. Pasadena Mun. Code secs. 5.02.010C(2), 5.02.015A
7. Pasadena Mun. Code sec. 5.02.015D
8. Pasadena Mun. Code sec. 5.02.020B
9. Pasadena Mun. Code sec. 5.02.020A
10. Pasadena Mun. Code sec. 5.02.020B
11. Lab. Code sec. 2810.5
12. Pasadena Mun. Code sec. 5.02.035A
13. Pasadena Mun. Code sec. 5.02.035B
14.Pasadena Mun. Code secs. 5.02.010B, 5.02.040
15. Pasadena Mun. Code sec. 5.02.050A, B
16. Pasadena Mun. Code secs. 5.02.050B, 1.24.025C
17. Pasadena Mun. Code secs. 5.02.050C, 1.25.160A
18. Pasadena Mun. Code sec. 5.02.050E
19. Pasadena Mun. Code sec. 5.02.050D
20. Pasadena Mun. Code sec. 5.02.050D
21. Pasadena Mun. Code sec. 5.02.030