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July 2022: Reminder: Minimum Wage Increase and Paid Sick Leave Changes for Los Angeles Hotel Workers

07 Jul


Update Applicable to:
All hotel employers with 150 or more guest rooms in the city of Los Angeles

What happened?
On October 6, 2014, former Mayor Garcetti signed Ordinance No. 18314, also known as the Citywide Hotel Worker Minimum Wage Ordinance (CHWMWO) into law. This ordinance increased the minimum wage and makes changes to paid sick leave for hotel workers in the city of Los Angeles.

What are the details?
Effective July 1, 2022, hotel employers with 150 or more guest rooms will be required to pay a minimum wage of $18.17 to their hotel employees.

Full-time covered hotel employees will also receive 96 compensated hours off per year for sick leave, vacation, or personal necessity. Covered full-time employees are also entitled to 80 additional uncompensated hours off per year for sick leave.

For more information, please see the links below:

Ordinance No. 18314

Citywide Hotel Worker Minimum Wage Ordinance (CHWMWO)

LA City Minimum Wage


What do employers need to do?
Employers review the links provided above, make adjustments to their minimum wage and paid sick policies, and consider how this new leave interacts with other leave requirements under paid sick leave, FMLA, CFRA, disability leave, and COVID Supplemental Paid Sick Leave.

Need help understanding how changes to employment laws will affect your business?

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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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