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Reminder: The Minimum Wage of the City of Santa Monica, California, is to increase in July

16 Apr


We wanted to remind employers regarding the minimum wage law in Santa Monica, which determines wages for general and hotel workers and enforces paid sick leave.

  • The current minimum wage stands at $16.90 per hour, which will be raised to $17.27 per hour starting from July 1, 2024.
  • The minimum wage for hotels and businesses on hotel premises is $19.73 per hour. This will be adjusted on July 1, 2024, to match the Citywide Hotel Worker Minimum Wage Rate of the City of Los Angeles. The updated rate will be announced by the City of Santa Monica on May 15.
  • As per the paid sick leave rule, employers in Santa Monica are required to grant 40 hours of paid sick leave for small businesses and 72 hours for larger businesses.

The law includes an exemption for transitional jobs. Employers interested in applying for the Transitional Jobs exemption should contact wagehelp@dcba.lacounty.gov.
For additional information, please visit the City of Santa Monica website here.

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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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