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April 2022: Los Angeles City Raises Minimum Wage

07 Apr

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Los Angeles City Raises Minimum Wage

Update Applicable to:
All employers in Los Angeles City, California.

What happened?
In accordance with Section 187.02(d) of the Los Angeles Municipal Code (LAMC), the Office of Wage Standards raised the minimum wage to $16.04.

What are the details?

Effective July 1, 2022, the minimum wage rate will increase by $1.04 to a new minimum wage rate of $16.04 per hour. This increase is applicable to employees covered by the Minimum Wage Ordinance, specifically those who perform at least two hours of work within the boundaries of the city for an employer and qualify as an employee entitled to payment of minimum wage from any employer under the California minimum wage law.

Covered employers are required to post a notice, which includes the current minimum wage rate, in a conspicuous place at any workplace or job site where an employee works pursuant to LAMC Section 188.03, the “Minimum Wage and Paid Sick Leave Poster” containing the required information available in 13 languages on the Wages LA website.

For more information, please see the links below:

2022 Minimum Wage Ordinance

Wages LA Website

Los Angeles Municipal Codes

What do employers need to do?
Employers should review the links provided above, make adjustments to their payroll policies, and download and post the required minimum wage notice in a conspicuous location.

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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