Guide to the Law for Employees in the Los Angeles area

Most laws related to employment are made at the state and federal level. See our Guide to Employment Laws in California, and our Guide to Employment Laws in the U.S.

Minimum Wage

What is the minimum wage in the Los Angeles area?

Each city may set its own minimum wage, and cities that don’t have a specific minimum wage ordinance follow the California state minimum wage.

Here are some of the cities that have their own minimum wage: city of Los Angeles, Santa Monica, Pasadena, Malibu, and unincorporated L.A. County (see Where is unincorporated LA County?).

Hotel minimum wage: For some cities, including Los Angeles and Santa Monica, the minimum wage for certain hotel employees may be even higher.

Other Laws for Employees in the Los Angeles area

Are there any other Los Angeles-specific employment laws?

Employees working in the City of Los Angeles are also entitled to at least 48 hours (six 8-hour days) of paid sick leave every 12-month period.

Employers may either provide this all at once (frontloaded) or it may be accrued at the rate of 1 hour per every 30 hours worked.

Employees may use the paid sick leave beginning on the 90th day of employment.

Is sick leave just for the employee or can it be used to take care of a family member?

Sick leave may be used for the employee to take care of herself or himself or their family member, or any individual related by blood or affinity.

What if I don’t use all of my sick leave in a 12 month period? 

Accrued unused paid sick leave carries over to the following year of employment. But the employer may be cap the carry over to 72 hours; however, an Employer may choose no cap or a higher cap.

Here’s the Paid Sick Leave chart created by the city of Los Angeles:

Entitlement

Front-Loading	At least 48 hours provided either at the beginning of each year of employment, calendar year, or 12-month period; OR –
Accrual	One (1) hour of paid sick leave for every thirty (30) hours worked.
72-Hour Cap	Accrued unused paid sick leave shall carry over to the following year of employment and may be capped at a minimum of 72 hours; however, an Employer may choose no cap or a higher cap.
Separation from employment	An Employer is not required to provide compensation to an Employee for accrued or unused sick days at separation from employment.
Reinstatement	If an Employee is re-hired within one (1) year of separation from employment, previously accrued and unused paid sick leave shall be reinstated.

 

Usage

When	An Employee may use paid sick leave beginning on the 90th day of employment or July 1, 2016, whichever is later.
How	An Employer shall provide paid sick leave upon the oral or written request of an Employee for themselves or a family member, or for any individual related by blood or affinity.  Qualified use of time can be found in LAMC Section 187.04(G).
	The use of paid sick leave may be limited to 48 hours leave annually.

See more at WagesLA.LAcity.org

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Exercise Your Rights

If you feel your rights have been violated, we highly encourage you to find an employment lawyer. Many employment lawyers offer free consultations, and many even agree to be paid solely as a percent of your case payout; so don’t hesitate to give them a call!

Related Pages

Guide to Employment Laws in California

Guide to Employment Laws in the U.S.