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May 2022: West Hollywood City Council Approves Amendments to Minimum Wage Ordinance

24 May


Update Applicable to:
All employers in the city of West Hollywood, California

What happened??
On November 23, 2021, we notified you that the city council of West Hollywood passed Ordinance No. 21-1168 that implements an increase in the minimum wage and new leave requirements for employees in the city that went into effect on January 1, 2022 for hotel employers and on July 1, 2022 for all other employers. This is an update to that communication.

What are the details?
On May 16, 2022, West Hollywood’s city council approved amendments to Ordinance No. 21-1168.

The following amendments were implemented:

  • Previously, the calculation of the number of employees for purposes of coverage of the Ordinance was based on the calculation of employees from 2019. In the amendment, the number shall be determined by the number of employees employed per quarter during the most recent calendar year. For new employers, an initial determination of size shall be based upon the actual number of hires at the time of opening.
  • In the original Ordinance, employers were required to provide a cash payment once every 30 days for accrued compensated time over the maximum accrual. The amendment eliminates the cash payout requirement.
  • In the original Ordinance, employers could only seek one-year waivers for the minimum wage requirements of the Ordinance. The amendment extends the one-year waiver for financial hardship to comply with the paid leave portions of the Ordinance.

The city also published administrative regulations to assist in the implementation of the ordinance. The regulations provide guidance in areas such as:

  • Calculation of number of employees
  • Methods for distribution of compensated and uncompensated leave
  • Guidance for application of waivers for certain employers
  • Required notices

For more information, please see the links below:

Ordinance No. 21-1168

Administrative Regulations


What do employers need to do?
Employers should review the links provided above and make adjustments to their minimum wage and leave policies to be in compliance with the law before it goes into effect.

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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