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August 2022: City of Los Angeles Publishes Regulations and Model Notices for Hotel Worker Protection Ordinance

25 Aug


Update Applicable to:
All employers of hotels in the city of Los Angeles, California.

What happened?
In a previous communication, we notified you that on June 28, 2022, the Los Angeles City Council passed the “Hotel Worker Protection Ordinance” (HWPO), which increases safety protections for hotel workers in hotels, limits their daily workload, and raises their wages. This is an update to that law.

What are the details?
Effective August 12, 2022, hotel employers are required to place on the back of the entrance door to each guest room and restroom facility in a hotel a sign written in a font size of no less than 18 points including the heading “The Law Protects Hotel Workers From Threatening Behavior.”

Moreover, hotel employers must provide written notice of the rights set out in the ordinance to each hotel worker at the time of hire or within 30 days of the ordinance’s effective date.

The City of Los Angeles Office of Wage Standards has posted model notices for both postings and providing to employees in both English and Spanish. The following are links to the model notices required under the law:

The City of Los Angeles also published regulations about the ordinance that covers the following:

  • Determining who is a hotel employer
  • Determining who is a hotel worker
  • Specifying which aspects of the ordinance apply to which hotel employers, based on
  • Security protection for hotel workers
  • Rights related to the personal safety device
  • Measures for fair compensation
  • Exemptions and waiver
  • Enforcement
  • Retaliation

For more information, please see the links below:

Hotel Worker Protection Ordinance

Ordinance Regulations

Hotel Worker Protection Ordinance Notice (English) (Spanish)

Hotel Worker Protection Ordinance Notice of Workers’ Rights (English) (Spanish)

Article 1 – Article 2

What do employers need to do?
Employers should review the links provided above, post the required notices in the designated areas per the ordinance, and provide them to employees at the time of hire.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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