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March 2023: The City and County of Los Angeles Announce Minimum Wage Rate Increase for July 2023

08 Mar

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

What happened?
The city and county of Los Angeles recently announced that they would be increasing their minimum wage by July 1, 2023.

What are the details?

City of Los Angeles
On February 1, 2023, the City of Los Angeles Office of Wage Standards announced the coming increase for July 1, 2023

Based upon the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPA-W) for the Los Angeles metropolitan area, the minimum wage for the City of Los Angeles will increase by $0.74 for a new minimum wage rate of $16.78 per hour.

The City of Los Angeles’ minimum wage ordinance applies to employees who in any particular week perform at least two hours of work within the geographic boundaries of Los Angeles for their employer and are entitled to payment of minimum wage under California law.

The Office of Wage Standards has also published the required posting on their website: https://wagesla.lacity.org/

County of Los Angeles
County of Los Angeles maintains its minimum wage, and the county recently announced that as of July 1, 2023, its minimum wage would increase to $16.90/hour. The County’s website with more information and updated workplace posters is available here.

For more information, please see the links below:

Los Angeles City Website

Los Angeles County Website

Article 1Article 2

What do employers need to do?
Employers should review the links above and start planning for the new increased wage come July 1, 2023, to comply with the law.

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

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


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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