There are a number of important employment law developments impacting California workplaces, some of which have July 1, 2025 deadlines:
Minimum Wage Increases
On July 1, many cities throughout CA will see an increase in their minimum wage. While the CA state minimum wage has adjusted annually on January 1 the last several years, and is currently at $16.50/hr, many CA cities and counties increase their minimum wage each July. Below is a list of some of the cities that will see an increased minimum wage effective July 1:
- Berkeley: $19.18/hr
- City of LA: $17.87/hr (higher for hotel employers and businesses operating on hotel property)
- County of LA (unincorporated areas): $17.81/hr
- Emeryville: $19.90/hr
- Malibu: $17.27/hr
- Pasadena: $18.04/hr
- San Francisco: $19.18/hr
- Santa Monica: $17.81/hr (higher for hotel employers and businesses operating on hotel property)
- **West Hollywood: $19.65/hr as of 1/1/25 for non-hotel employees (higher for hotel employers and businesses operating on hotel property) (**In addition, employees working in the City of West Hollywood are also entitled to paid and unpaid time off at amounts higher than what is required by CA state law—full-time employees are entitled to at least 96 hours of compensated time off work and 80 hours of uncompensated time off work per year for sick leave, vacation, or personal necessity. Part-time employees are to be provided compensated and uncompensated hours in increments proportional to those accrued by full-time employees.)
Note that employees are entitled to receive the minimum wage that is applicable to the city or county in which they work. This means that if your business is based in the City of LA for example, but you have hourly employees working from home in San Francisco, the San Francisco minimum wage would apply to those employees.
Note too that for certain healthcare workers, a new law increased the minimum wage applicable to those workers at rates even higher than the amounts listed above. As well, a higher minimum wage applies to certain fast food workers.
Workplace Violence Prevention Plan
As of July 1, 2024, most employers needed to implement a written Workplace Violence Prevention Plan and train employees on that plan. The law requires the Plan to be reviewed at least annually to determine if updates are needed and for employees to receive annual training on the Plan.
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The above summary has been prepared for general informational purposes only and is not intended as legal advice.
Bernstein & Friedland, P.C. is a boutique employment law firm in Los Angeles specializing in wrongful termination, discrimination, harassment, retaliation, and unpaid wage and overtime matters. Please visit our website at www.laemploymentcounsel.com to learn more about us. We are here to support you if you have questions about any of the above or any other employment-related matters.
