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In California, overtime starts after 8 hours in a workday. On January 1, 2027, the minimum wage goes to $17.40.

What do California labor laws require when you schedule and pay hourly employees, and what changes in 2027?

Verified on November 12, 2026 against the California Labor Code, the Industrial Welfare Commission orders, the Labor Commissioner's guidance and each city's own notices·What changed on this page

$17.40

an hour, the state minimum wage from January 1, 2027, up from $16.9014

8hours

in a workday before time and a half, and double time after 122

Jan 12027

the day Labor Code § 226.7(f), the on-call rest rule for union security officers, ends; the rest of § 226.7 continues356

What do California labor laws change in the schedule and the pay?

California counts overtime by the workday. Under Labor Code § 510, work past 8 hours in a workday or 40 in a workweek is paid at least 1.5 times the regular rate. Work past 12 hours in a day is paid at least twice the regular rate2.

A work period over 5 hours needs a meal period of at least 30 minutes7. A missed meal period costs 1 extra hour of pay at the regular rate for that workday, and a missed rest period a separate hour8910.

On January 1, 2027, the state minimum wage goes from $16.90 to $17.40 an hour41. That day § 226.7(f), the on-call rest rule for union security officers, ends; the rest of § 226.7 continues356.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the California Labor Commissioner's Office, the labor standards office of your city or a qualified advisor.

Which dates change the rules?

  1. State minimum wage: $16.90

    For employers not covered by a higher minimum wage for their industry or their city114.

  2. Health care minimum wage steps up

    $25 an hour at hospital systems with 10,000 or more full-time employees and at dialysis clinics, $23 at other covered facilities not run by a county, $22 at community and rural clinics, and $19.28 at safety net hospitals1213141516. Facilities run by a county have their own rates, in the table below17.

  3. $17.40, and the security-officer rest rule ends

    The state minimum wage goes to $17.401. The current text of § 226.7 is repealed and replaced by a version without subdivision (f), the security-officer rule36. That version keeps the extra hour of pay for a missed meal or rest period18. Several cities publish new rates for the same day; they are in the table below.

  4. Next health care steps

    $19.95 at safety net hospitals and at facilities run by small counties, and $25 at community and rural clinics192021.

Past or upcoming as of November 12, 2026.

What changes in the week in California?

When you build the schedule

A workday is any 24-hour period starting at the same time each calendar day, and a workweek is any 7 consecutive days starting on the same day each week22. § 510 counts overtime in those two periods2.

Without an alternative workweek schedule or a qualifying union agreement, 10 hours of work in a workday carry 2 hours at time and a half223.

The first 8 hours on the seventh day of work in a workweek are paid at 1.5 times the regular rate, and hours past 8 that day at twice the regular rate2. Separately, § 552 says: “No employer of labor shall cause his employees to work more than six days in seven”24.

A split shift is a schedule interrupted by unpaid, non-working periods the employer sets, other than bona fide rest or meal periods25. For each such workday, Order 4-2001 requires 1 hour's pay at the minimum wage “in addition to the minimum wage for that workday”, except when the employee resides at the place of employment26.

When people clock in and take breaks

A work period of more than 5 hours needs a meal period of at least 30 minutes, and more than 10 hours a second one7. The first can be waived by mutual consent when the day is no more than 6 hours, and the second when it is no more than 12 hours and the first was not waived7. The Labor Commissioner's guidance places the first no later than the end of the fifth hour of work, and the second no later than the end of the tenth27.

The wage orders, Order 4-2001 among them, authorize rest periods at 10 minutes net per 4 hours worked or major fraction, in the middle of each work period where practicable28. They count as hours worked29. The Labor Commissioner's guidance says none is required when total daily work time is less than three and one-half hours30.

Each workday a meal period is not provided, the employer pays 1 additional hour at the employee's regular rate810. Each workday a rest period is not provided, it pays a separate hour9.

When a shift is cut short

An employee who reports for a scheduled shift and gets less than half of it is paid for half the scheduled day31. That pay is at least 2 hours and at most 4, at the regular rate31. A second report in the same workday with less than 2 hours of work pays 2 hours31.

When someone calls in sick

Under state law, an employee who works in California for the same employer for 30 or more days within a year from starting is entitled to paid sick leave32. It accrues at no less than 1 hour per 30 hours worked33, and can be used from the 90th day of employment34.

§ 246(d) lets the employer limit use to “40 hours or five days in each year of employment, calendar year, or 12-month period”35. The Labor Commissioner reads that as at least five days or 40 hours, “whichever is more”: on 10-hour days, at least 50 hours36. On 12-hour shifts, five days come to 60 hours.

§ 246(j) lets the employer cap total accrual at 80 hours or 10 days37, which the Labor Commissioner also reads as “10 days or 80 hours, whichever is more”38.

Some cities have their own sick leave rules. Where an employee is covered by both, the Labor Commissioner says the employer must in general comply with both and provide “the provision or benefit that is most generous to the employee”. On a few topics, among them how paid sick leave is calculated and what the pay stub shows, state law prevails39.

In Los Angeles, the Office of Wage Standards says an employee “is entitled to take up to 48 hours of sick leave annually”, and that accrued, unused leave may be capped at 72 hours40.

In Santa Monica, the City says its law “requires 40 hours for small businesses (businesses with 25 or fewer employees in Santa Monica), and 72 hours for larger businesses (businesses with 26 or more employees in Santa Monica)”, accrued at one hour for every 30 hours worked41.

In payroll

The state minimum wage is $16.90 an hour in 2026 and $17.40 from January 1, 2027, for employers not covered by a higher industry or local minimum wage4111. Each year the Director of Finance calculates the adjustment, capped at 3.5 percent, and it takes effect the following January 142.

Where a city or county has adopted a higher minimum wage, the Labor Commissioner says employees must be paid the local wage43.

Fast food restaurants have their own minimum wage. Labor Code § 1474 covers limited-service restaurants in the state that are part of a national fast food chain, one of “more than 60 establishments nationally”, except as subdivisions (i) to (k) of the same section provide44. § 1475 set the wage at $20 an hour from April 1, 2024, and lets the Fast Food Council set new rates each year from January 1, 202545. The Labor Commissioner's guidance still says covered employees “must be paid at least $20.00 per hour”46.

Covered health care facilities have their own rates too, in the health care section below11.

With a union agreement

§§ 510 and 511 do not apply under a valid collective bargaining agreement that meets § 51447. Among its terms: premium rates for all overtime hours, and a regular rate at least 30 percent above the state minimum wage47.

The paid sick leave article also excludes employees under some union agreements, subject to § 246.5(d)48. The agreement must provide, among other terms, paid sick days, binding arbitration and a regular rate at least 30 percent above the state minimum wage48.

Watch for

  • Alternative workweek schedules. On the employer's proposal, employees in a readily identifiable work unit can adopt a regular schedule of up to 10 hours a day within a 40-hour workweek, without overtime pay for those scheduled hours49. It takes a secret ballot with at least two-thirds of the affected employees49. On a schedule adopted under § 511, work beyond the scheduled hours or past 40 in a week is still paid at 1.5 times the regular rate, and work past 12 hours in a day, or past 8 on a day beyond the scheduled workdays, is paid at twice the regular rate50.
  • Short weeks. § 556 says the six-days-in-seven rule does not apply when total hours do not exceed 30 in any week or 6 in any one day51. The California Supreme Court held that the six-hour part covers only employees who “never exceed six hours of work on any day of the workweek”52.
  • Emergencies and accumulated rest. §§ 551 and 552 do not apply in emergencies53. Days of rest can accumulate when the work reasonably requires 7 or more consecutive days, if each calendar month gives the equivalent of one day's rest in seven53.
  • Reporting time pay exceptions. It does not apply when operations cannot start or continue because of threats to employees or property, or when civil authorities recommend it54. Nor when public utilities fail, or an Act of God or other cause not within the employer's control interrupts work54.
  • On-duty meal periods. The Labor Commissioner's guidance allows one only when the nature of the work prevents relief from all duty55. It also takes a written agreement that the employee can revoke in writing at any time55.
When you build the scheduleCalifornia daily overtime: 8 hours, 12 hours and the seventh dayTime and a half after 8 hours in a workday or 40 in a workweek, double time after 12 hours and after 8 on the seventh day, and the exceptions.See the ruleIn payroll, at health care sitesCalifornia Healthcare Minimum Wage 2026: Your SB 525 TierSB 525 sets a tiered health care minimum wage in California. Find your facility's tier and what you owe as of July 1, 2026.ReadWhen a schedule changes in Los AngelesLA County vs. City of LA Fair Workweek (2026)LA County or City of LA fair workweek: which one covers your retail store? See how location decides the rule in 2026, and what covered stores owe.Read

What changes for security, health care and warehouses?

Security officers

Registered security officers employed by a registered private patrol operator are exempt from the meal-period rules in § 512(a) and (b) under a qualifying union agreement56. The agreement must provide meal periods, binding arbitration of meal disputes, overtime premiums and a regular rate at least 30 percent above the state minimum wage56.

Until January 1, 2027, § 226.7(f) lets those officers be required to stay on the premises and on call during rest periods53. It applies only under a union agreement that provides rest periods, binding arbitration, overtime premiums and a regular rate at least $1 above the state minimum wage5. An interrupted rest period restarts as soon as practicable5.

On January 1, 2027, the current text of § 226.7 is repealed and replaced by a version without subdivision (f)36. That version keeps the extra hour of pay for a missed meal or rest period18. Neither text says how a union agreement written around subdivision (f) applies after that date. Confirm it with your counsel.

Health care facilities

Covered health care facilities pay their own minimum wage, set by type of facility. It covers workers who provide or support health care, including “janitorial work, housekeeping; groundskeeping; guard duties” and scheduling57. A contractor's workers are covered when, among the other conditions, the facility acts as a joint employer or they spend more than 50% of a workweek there58.

Health care worker minimum wage by type of facility, from the Labor Commissioner's schedule (Lab. Code §§ 1182.14 to 1182.16).
Type of facilityRateIn force sinceNext step
Hospital or health system with 10,000 or more full-time employees$2512July 1, 2026Adjusted for inflation each year from January 1, 2028
Dialysis clinics$2513July 1, 2026Adjusted for inflation each year from January 1, 2028
Run by a county of more than five million people$2559July 1, 2026Adjusted for inflation each year from January 1, 2028
All other covered facilities not run by a county$2314July 1, 2026$25 from July 1, 202860
Run by a county of 250,000 to five million people$2317July 1, 2026$25 from July 1, 202861
Community, intermittent and rural health clinics$2215July 1, 2026$25 from July 1, 202721
Safety net hospitals$19.2816July 1, 2026$19.95 from July 1, 202719
Run by a county of less than 250,000 people$19.2862July 1, 2026$19.95 from July 1, 202720

“Adjusted for inflation each year” is the schedule's own wording; it gives no amount for those adjustments12.

Under Order 4-2001, employees in the health care industry who work shifts of more than 8 total hours in a workday may voluntarily waive one of their two meal periods. The waiver must be in a written agreement voluntarily signed by both the employee and the employer, and the employee may revoke it at any time with at least one day's written notice. While it is in effect, the employee is fully compensated for all working time, including any on-the-job meal period63.

Warehouses

Employers with 100 or more employees at one warehouse distribution center, or 1,000 or more at centers across the state, must give each employee a written description of each quota6465. No quota may prevent meal or rest periods, bathroom use including reasonable travel time, or compliance with health and safety laws66.

Which California cities add their own scheduling rules?

This page covers six local laws that change how a schedule is built in California. Each covers only the employers its ordinance names.

Los Angeles

Retail employers with 300 or more employees globally67 post schedules at least 14 calendar days before the work period68. Before hiring, they give current employees 72 hours' written notice of extra hours, when the employees are qualified and the hours would not mean overtime69. A closing shift followed by an opening shift the next workday needs the employee's written consent, and when the second shift starts less than 10 hours after the first ends, that shift is paid at time and a half70.

Los Angeles Fair Work Week Ordinance: the full rule

Los Angeles County, unincorporated areas

Retail businesses with 300 or more employees worldwide owe predictable schedules, advance notice, rest between shifts and predictability pay to employees in unincorporated areas71. Schedules go out at least 14 days before the work period72. A shift that starts less than 10 hours after the last one needs written consent and a premium of time and a half “for each hour of the second Shift not separated by at least ten (10) hours”73.

Los Angeles County Fair Workweek Ordinance: the full rule

San Francisco

The ordinances cover formula retail establishments with at least 40 retail sales establishments worldwide and 20 or more employees in San Francisco7475. They give two weeks' notice of schedules, and predictability pay when a schedule changes with less than 1 week's notice76. The city says “these requirements apply to janitorial and security contractors at covered Formula Retail Establishments”77.

San Francisco Formula Retail Employee Rights Ordinances: the full rule

Berkeley

The ordinance covers employers with 10 or more employees in Berkeley that are in building services, health care, hotels, manufacturing, retail or warehouse services and have 56 or more employees globally78. Restaurants are covered from 100 globally78. They give at least 14 days' notice of schedules79. Hours less than 11 hours after a shift can be declined, and if agreed in writing are paid at 1.5 times the regular rate80.

Berkeley Fair Workweek Ordinance: the full rule

Emeryville

The ordinance covers retail firms with 56 or more employees globally, and fast food firms with 56 or more globally and 20 or more in Emeryville81. They give at least two weeks' advance notice of schedules82. Hours between shifts separated by less than 11 hours are paid at time and a half83.

Emeryville Fair Workweek Ordinance: the full rule

San José

Employers with 36 or more employees must offer additional hours to qualified part-time employees before hiring, including through subcontractors or temporary staffing84. It applies to employers subject to the San José business license tax or with a facility in the city84.

San José Opportunity to Work Ordinance: the full rule

Which California cities and counties set a higher minimum wage?

Where a local rate is higher than the state's, employees must be paid the local wage43. The table shows each city's or county's general minimum wage; hotel-worker rates set by the same city are noted in its row.

Local general minimum wages, as each city's or county's official page or notice showed them on November 12, 2026. A dash means that page showed no final rate for that cell.
City or countyRateIn force sinceNext published rateSource
Alameda$17.7685July 1, 2026—Official page
Belmont$18.9586January 1, 2026$19.60 from January 1, 202787Official page
Berkeleyalso has a scheduling law, above$19.6188July 1, 2026—Official page
Burlingame$17.8689January 1, 2026$18.47 from January 1, 202790Official page
County of Los Angeles (unincorporated)also has a scheduling law, above$18.4791July 1, 2026—Official page
County of San Mateo (unincorporated)$17.9592January 1, 2026$18.58 from January 1, 202793Official page
Cupertino$18.7094January 1, 2026$19.25 from January 1, 202795Official page
Daly City$17.5096January 1, 2026$18.10 from January 1, 202797Official page
East Palo Alto$17.9098January 1, 2026—Official page
El Cerrito$18.82992026$19.36 from January 1, 2027100Official page
Emeryvillealso has a scheduling law, above$20.34101July 1, 2026—Official page
Foster City$17.85102January 1, 2026$18.36 from January 1, 2027103Official page
Fremont$18.05104July 1, 2026—Official page
Half Moon Bay$17.91105January 1, 2026$18.52 from January 1, 2027106Official page
Haywardlarge businesses, 26 or more employees$17.79107January 1, 2026$18.39 from January 1, 2027108Official page
Los Angelesgeneral rate; hotel workers have their own rate, in the City's hotel wage chart; also has a scheduling law, above110$18.42109July 1, 2026—Official page
Malibu$17.91111July 1, 2026—Official page
Menlo Parkthe city's page lists its 2027 rate as pending City Council approval113$17.55112January 1, 2026—Official page
Milpitas$18.50114July 1, 2026—Official page
Mountain View$19.70115January 1, 2026$20.25 from January 1, 2027116Official page
Novatolarge businesses, 26-99 employees$17.46117January 1, 2026$17.97 from January 1, 2027118Official page
Novatovery large businesses, 100 or more employees$17.73119January 1, 2026$18.25 from January 1, 2027120Official page
Oaklandgeneral rate; hotel workers: $18.85 with health benefits, $25.14 without, from January 1, 2026122$17.34121January 1, 2026—Official page
Palo Alto$18.70123January 1, 2026$19.25 from January 1, 2027124Official page
Pasadena$18.57125July 1, 2026—Official page
Petaluma$18.311262026$18.93 in 2027127Official page
Redwood City$18.65128January 1, 2026$19.30 from January 1, 2027129Official page
Richmond$19.18130January 1, 2026$19.61 from January 1, 2027131Official page
San Carlos$17.751322026—Official page
San Diego$17.75133January 1, 2026$18.35 from January 1, 2027134Official page
San Franciscoalso has a scheduling law, above$19.61135July 1, 2026—Official page
San Joséalso has a scheduling law, above$18.45136January 1, 2026$19.00 from January 1, 2027137Official page
San Mateo$18.60138January 1, 2026$19.25 from January 1, 2027139Official page
Santa Clara$18.701402026$19.25 from January 1, 2027141Official page
Santa Monicageneral rate; hotel workers: $25.00 from July 1, 2026143$18.47142July 1, 2026—Official page
Santa Rosa$18.21144January 1, 2026$18.83 from January 1, 2027145Official page
Sonomalarge employers, 26 or more employees$18.47146January 1, 2026—Official page
Sonomasmall employers, 25 or fewer employees$17.38147January 1, 2026—Official page
South San Francisco$18.151482026$18.75 from January 1, 2027149Official page
Sunnyvale$19.50150January 1, 2026$20.05 from January 1, 2027151Official page
West Hollywoodnon-hotel employees; hotel employees: $20.87 from July 1, 2026154$20.25152January 1, 2026$20.94 from January 1, 2027153Official page

What does an employer have to be able to show?

California's rules are shown with time and pay records. For each person and each period, that means:

  • When each work period began and ended, the meal periods, the split-shift intervals and the total hours each day. Authorized rest periods need not be recorded155.
  • Payroll records of the hours worked daily and the wages paid, kept for at least 3 years156.
  • A copy of each itemized wage statement, kept for at least 3 years157.
  • The hours worked and the paid sick days accrued and used, kept for at least 3 years158.

If an employer does not keep adequate sick leave records, the law presumes the employee is entitled to the maximum hours accruable, unless the employer shows otherwise by clear and convincing evidence158.

What does the law leave open?

Union security officers' rest periods after January 1, 2027. Until that day, § 226.7(f) lets registered security officers under a qualifying union agreement be kept on call during rest periods53. Its paragraph (5) states the Legislature's intent “to abrogate, for the security services industry only,” the Augustus decision “to the extent that decision is in conflict with this subdivision”159. The Labor Commissioner's rest-period guidance gives the general rule: “the court in Augustus also held that on-call rest periods are prohibited”160. The version of § 226.7 operative on January 1, 2027 has no subdivision for security officers6. Neither text says how a union agreement written around subdivision (f) applies after that date. Confirm it with your counsel.

Which wage order covers each job. The Industrial Welfare Commission's orders go by industry and occupation, and the minimum wage notice says “PLEASE POST NEXT TO YOUR IWC INDUSTRY OR OCCUPATION ORDER”161. The rest-period, split-shift, reporting-time and record rules on this page are quoted from Order 4-200128. Which order covers each of your job classifications is a question for your counsel.

City and state on the same shift. When minimum wage rules conflict, the Labor Commissioner's minimum wage guidance says the employer must follow “the stricter standard; that is, the one that is the most beneficial to the employee”162. How city and state scheduling rules combine on a given shift is a comparison to confirm with your counsel.

Split shifts paid above the minimum wage. Order 4-2001 states the split-shift hour against the minimum wage: “one (1) hour’s pay at the minimum wage shall be paid in addition to the minimum wage for that workday”26. The order does not say how that applies when an employee's pay for the day is already above the minimum. Confirm it with your counsel.

What does the law say exactly?

Eight hours of labor constitutes a day’s work. Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular rate of pay for an employee. Any work in excess of 12 hours in one day shall be compensated at the rate of no less than twice the regular rate of pay for an employee. In addition, any work in excess of eight hours on any seventh day of a workweek shall be compensated at the rate of no less than twice the regular rate of pay of an employee.
Cal. Lab. Code § 510(a) · official text · source 2
Labor Code § 226.7(f) security officers' rest periods, until 2027
(f) (1) An employee employed in the security services industry as a security officer who is registered pursuant to the Private Security Services Act (Chapter 11.5 (commencing with Section 7580) of Division 3 of the Business and Professions Code) and who is employed by a private patrol operator registered pursuant to that chapter, may be required to remain on the premises during rest periods and to remain on call, and carry and monitor a communication device during rest periods. If a security officer’s rest period is interrupted, the security officer shall be permitted to restart the rest period anew as soon as practicable. The security officer’s employer satisfies that rest period obligation if the security officer is then able to take an uninterrupted rest period. If on any workday a security officer is not permitted to take an uninterrupted rest period of at least 10 minutes for every four hours worked or major fraction thereof, then the security officer shall be paid one additional hour of pay at the employee’s regular base hourly rate of compensation. […] (3) This subdivision only applies to an employee specified in paragraph (1) if both of the following conditions are satisfied: (A) The employee is covered by a valid collective bargaining agreement. (B) The valid collective bargaining agreement expressly provides for the wages, hours of work, and working conditions of employees, and expressly provides for rest periods for those employees, final and binding arbitration of disputes concerning application of its rest period provisions, premium wage rates for all overtime hours worked, and a regular hourly rate of pay of not less than one dollar more than the state minimum wage rate.
Cal. Lab. Code § 226.7(f)(1), (3) · official text · source 5
Labor Code § 226.7(f)(5) the Legislature's intent on Augustus
(5) In enacting the legislation adding this subdivision, it is the intent of the Legislature to abrogate, for the security services industry only, the California Supreme Court’s decision in Augustus v. ABM Security Services, Inc. (2016) 2 Cal.5th 257, to the extent that decision is in conflict with this subdivision.
Cal. Lab. Code § 226.7(f)(5) · official text · source 159
Labor Code § 226.7(g) when the current text ends
(g) This section shall remain in effect only until January 1, 2027, and as of that date is repealed.
Cal. Lab. Code § 226.7(g) · official text · source 3
Labor Code § 226.7, version operative January 1, 2027 its last two subdivisions
(e) This section shall not apply to an employee who is exempt from meal or rest or recovery period requirements pursuant to other state laws, including, but not limited to, a statute or regulation, standard, or order of the Industrial Welfare Commission. (f) This section shall be operative on January 1, 2027.
Cal. Lab. Code § 226.7 (version operative January 1, 2027), (e)-(f) · official text · source 6
Labor Code § 226.7(c), version operative January 1, 2027 the extra hour of pay continues
(c) If an employer fails to provide an employee a meal or rest or recovery period in accordance with a state law, including, but not limited to, an applicable statute or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health, the employer shall pay the employee one additional hour of pay at the employee’s regular rate of compensation for each workday that the meal or rest or recovery period is not provided.
Cal. Lab. Code § 226.7(c) (version operative January 1, 2027) · official text · source 18
Labor Code § 512(a) meal periods
An employer shall not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee. An employer shall not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and the employee only if the first meal period was not waived.
Cal. Lab. Code § 512(a) · official text · source 7
Labor Code § 512(e) and (f)(3) the union exemption for security officers
(e) Subdivisions (a) and (b) do not apply to an employee specified in subdivision (f) if both of the following conditions are satisfied: (1) The employee is covered by a valid collective bargaining agreement. (2) The valid collective bargaining agreement expressly provides for the wages, hours of work, and working conditions of employees, and expressly provides for meal periods for those employees, final and binding arbitration of disputes concerning application of its meal period provisions, premium wage rates for all overtime hours worked, and a regular hourly rate of pay of not less than 30 percent more than the state minimum wage rate. […] (3) An employee employed in the security services industry as a security officer who is registered pursuant to Chapter 11.5 (commencing with Section 7580) of Division 3 of the Business and Professions Code, and who is employed by a private patrol operator registered pursuant to that chapter.
Cal. Lab. Code § 512(e), (f)(3) · official text · source 56
Labor Code § 226.7(b) and (c) the extra hour of pay
(b) An employer shall not require an employee to work during a meal or rest or recovery period mandated pursuant to an applicable statute, or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health. (c) If an employer fails to provide an employee a meal or rest or recovery period in accordance with a state law, including, but not limited to, an applicable statute or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health, the employer shall pay the employee one additional hour of pay at the employee’s regular rate of compensation for each workday that the meal or rest or recovery period is not provided.
Cal. Lab. Code § 226.7(b)-(c) · official text · source 10
IWC Order 4-2001, § 11(B) the hour for a missed meal period
If an employer fails to provide an employee a meal period in accordance with the applicable provisions of this order, the employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each workday that the meal period is not provided.
IWC Order 4-2001, § 11(B) · official text · source 8
IWC Order 4-2001, § 12(B) the hour for a missed rest period
If an employer fails to provide an employee a rest period in accordance with the applicable provisions of this order, the employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each workday that the rest period is not provided.
IWC Order 4-2001, § 12(B) · official text · source 9
IWC Order 4-2001, § 12(A) rest periods
Every employer shall authorize and permit all employees to take rest periods, which insofar as practicable shall be in the middle of each work period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10) minutes net rest time per four (4) hours or major fraction thereof.
IWC Order 4-2001, § 12(A) · official text · source 28
IWC Order 4-2001, § 4(C) split shifts
When an employee works a split shift, one (1) hour’s pay at the minimum wage shall be paid in addition to the minimum wage for that workday, except when the employee resides at the place of employment.
IWC Order 4-2001, § 4(C) · official text · source 26
IWC Order 4-2001, § 5(A) and (B) reporting time pay
Each workday an employee is required to report for work and does report, but is not put to work or is furnished less than half said employee’s usual or scheduled day’s work, the employee shall be paid for half the usual or scheduled day’s work, but in no event for less than two (2) hours nor more than four (4) hours, at the employee’s regular rate of pay, which shall not be less than the minimum wage. […] If an employee is required to report for work a second time in any one workday and is furnished less than two (2) hours of work on the second reporting, said employee shall be paid for two (2) hours at the employee’s regular rate of pay, which shall not be less than the minimum wage.
IWC Order 4-2001, § 5(A)-(B) · official text · source 31
Labor Code § 552 six days in seven
No employer of labor shall cause his employees to work more than six days in seven.
Cal. Lab. Code § 552 · official text · source 24
Labor Code § 511(a) alternative workweeks
Upon the proposal of an employer, the employees of an employer may adopt a regularly scheduled alternative workweek that authorizes work by the affected employees for no longer than 10 hours per day within a 40-hour workweek without the payment to the affected employees of an overtime rate of compensation pursuant to this section. A proposal to adopt an alternative workweek schedule shall be deemed adopted only if it receives approval in a secret ballot election by at least two-thirds of affected employees in a readily identifiable work unit.
Cal. Lab. Code § 511(a) · official text · source 49
Labor Code § 511(b) overtime on an alternative workweek
(b) An affected employee working longer than eight hours but not more than 12 hours in a day pursuant to an alternative workweek schedule adopted pursuant to this section shall be paid an overtime rate of compensation of no less than one and one-half times the regular rate of pay of the employee for any work in excess of the regularly scheduled hours established by the alternative workweek agreement and for any work in excess of 40 hours per week. An overtime rate of compensation of no less than double the regular rate of pay of the employee shall be paid for any work in excess of 12 hours per day and for any work in excess of eight hours on those days worked beyond the regularly scheduled workdays established by the alternative workweek agreement.
Cal. Lab. Code § 511(b) · official text · source 50
Labor Code § 514 union agreements and overtime
Sections 510 and 511 do not apply to an employee covered by a valid collective bargaining agreement if the agreement expressly provides for the wages, hours of work, and working conditions of the employees, and if the agreement provides premium wage rates for all overtime hours worked and a regular hourly rate of pay for those employees of not less than 30 percent more than the state minimum wage.
Cal. Lab. Code § 514 · official text · source 47
Labor Code § 246(b)(1) sick leave accrual
(b) (1) An employee shall accrue paid sick days at the rate of not less than one hour per every 30 hours worked, beginning at the commencement of employment or the operative date of this article, whichever is later, subject to the use and accrual limitations set forth in this section.
Cal. Lab. Code § 246(b)(1) · official text · source 33
Labor Code § 1174(d) payroll records
(d) Keep, at a central location in the state or at the plants or establishments at which employees are employed, payroll records showing the hours worked daily by and the wages paid to, and the number of piece-rate units earned by and any applicable piece rate paid to, employees employed at the respective plants or establishments. These records shall be kept in accordance with rules established for this purpose by the commission, but in any case shall be kept on file for not less than three years.
Cal. Lab. Code § 1174(d) · official text · source 156
Labor Code § 2102 warehouse quotas and breaks
An employee shall not be required to meet a quota that prevents compliance with meal or rest periods, use of bathroom facilities, including reasonable travel time to and from bathroom facilities, or occupational health and safety laws in the Labor Code or division standards.
Cal. Lab. Code § 2102 · official text · source 66

How does a system hold these rules?

California's rules land on the schedule, the timecard and payroll at the same time. This is how they come together in WorkAxle:

  1. Daily and weekly hours, consecutive days and rest between shifts are set up as rules, each with its start date.
  2. While the schedule is built, the platform flags each shift that breaks one of those rules and names the rule. The supervisor decides.
  3. Each clock-in and clock-out is recorded with its time, and at the close of the period hours come out classified by your rules, ready for your payroll system.

The supervisor keeps the last word.

What can you check this week?

  • Take your most common shift patterns and mark every hour worked past 8 in a workday and past 12. Without an alternative workweek schedule or a qualifying union agreement, those are the daily overtime hours, at 1.5 times and twice the regular rate; weekly and seventh-day overtime come on top223.
  • At each union security post, look at how rest periods are covered once § 226.7(f) ends on January 1, 202735.
  • List your sites by city and check each against the table above and its city's own page.
  • Pull three timecards and confirm they show when each work period began and ended, and the meal periods155.
  • If you run warehouse distribution centers, with 100 or more employees at one center or 1,000 or more across your centers in the state, counting workers placed by staffing agencies, confirm each worker has a written description of each quota6465.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the California Labor Commissioner's Office, the labor standards office of your city or a qualified advisor.

Frequently asked questions

Does California pay overtime after 8 hours?

Yes. Under Labor Code § 510, work over 8 hours in one workday is paid at no less than 1.5 times the regular rate, and work over 12 hours in one day at no less than twice the regular rate2. The rule does not apply to an alternative workweek schedule adopted under § 511 or § 514, or one exempt under § 55423, nor, under § 514, to employees covered by a qualifying union agreement47. On an alternative workweek adopted under § 511, work beyond the scheduled hours or past 40 in a week is still paid at 1.5 times, and work past 12 hours in a day, or past 8 on a day beyond the scheduled workdays, at twice the regular rate50.

What is the California minimum wage in 2027?

$17.40 an hour from January 1, 2027, up from $16.90 in 202614. Fast food workers and certain health care workers have higher state minimum wages11. Where a city or county has a higher local rate, the Labor Commissioner says employees must be paid the local wage43.

How many breaks are required in an 8-hour shift in California?

One meal period of at least 30 minutes, because the work period is more than 5 hours7. Under the wage orders, such as Order 4-2001, rest periods are authorized at 10 minutes net per 4 hours worked or major fraction, which comes to 2 in an 8-hour day28. Rest time counts as hours worked29.

What happens if an employee misses a meal or rest break in California?

Under the wage orders, such as Order 4-2001, the employer pays 1 hour of pay at the employee's regular rate for each workday a meal period is not provided8, and a separate hour for each workday a rest period is not provided9. Labor Code § 226.7 also requires the extra hour10.

Can security guards be kept on call during rest breaks in California?

Until January 1, 2027, § 226.7(f) allows it for registered security officers of a registered private patrol operator under a qualifying union agreement5. That day the current text of § 226.7 is repealed and replaced by a version without subdivision (f)36. Neither text says how a union agreement written around subdivision (f) applies after that date; confirm it with your counsel.

What is reporting time pay in California?

Under the wage orders, such as Order 4-2001, when an employee reports for a scheduled shift and gets less than half of it, the employer pays half the scheduled day31. That is at least 2 hours and at most 4, at the regular rate31. It does not apply when operations cannot start or continue because of threats to employees or property, when public utilities fail, or when an Act of God or other cause not within the employer's control interrupts work54.

Does California have a predictive scheduling law?

Los Angeles, unincorporated Los Angeles County, San Francisco, Berkeley and Emeryville require schedules in advance, each for the employers its ordinance covers6872767982. San José requires offering hours to existing part-time employees before hiring84. Each has a section on this page.

How long must California employers keep time and payroll records?

At least 3 years for payroll records of the hours worked daily and the wages paid156, for copies of itemized wage statements157 and for sick leave records158.

https://www.workaxle.com/compliance-center/united-states/california

Sources

  1. DIR News Release, August 13, 2026 (Lab. Code § 1182.12(c)). “Beginning January 1, 2027, California’s statewide minimum wage will increase to $17.40 per hour […] On July 31, 2026, the Department of Finance certified the minimum wage increase for 2027”https://www.dir.ca.gov/DIRNews/2026/2026-66.html · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  2. Cal. Lab. Code § 510(a). “Eight hours of labor constitutes a day’s work. Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular rate of pay for an employee. Any work in excess of 12 hours in one day shall be compensated at the rate of no less than twice the regular rate of pay for an employee. In addition, any work in excess of eight hours on any seventh day of a workweek shall be compensated at the rate of no less than twice the regular rate of pay of an employee.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=510 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  3. Cal. Lab. Code § 226.7(g). “(g) This section shall remain in effect only until January 1, 2027, and as of that date is repealed.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226.7 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  4. IWC MW-2026 (Lab. Code § 1182.12). “Every employer, regardless of the number of employees, shall pay to each employee wages not less than the following: Effective January 1, 2026, Minimum Wage: $16.90 per hour”https://www.dir.ca.gov/iwc/MW-2026.pdf · Official notice published by the agency · Verified on November 12, 2026
  5. Cal. Lab. Code § 226.7(f)(1), (3). “(f) (1) An employee employed in the security services industry as a security officer who is registered pursuant to the Private Security Services Act (Chapter 11.5 (commencing with Section 7580) of Division 3 of the Business and Professions Code) and who is employed by a private patrol operator registered pursuant to that chapter, may be required to remain on the premises during rest periods and to remain on call, and carry and monitor a communication device during rest periods. If a security officer’s rest period is interrupted, the security officer shall be permitted to restart the rest period anew as soon as practicable. The security officer’s employer satisfies that rest period obligation if the security officer is then able to take an uninterrupted rest period. If on any workday a security officer is not permitted to take an uninterrupted rest period of at least 10 minutes for every four hours worked or major fraction thereof, then the security officer shall be paid one additional hour of pay at the employee’s regular base hourly rate of compensation. […] (3) This subdivision only applies to an employee specified in paragraph (1) if both of the following conditions are satisfied: (A) The employee is covered by a valid collective bargaining agreement. (B) The valid collective bargaining agreement expressly provides for the wages, hours of work, and working conditions of employees, and expressly provides for rest periods for those employees, final and binding arbitration of disputes concerning application of its rest period provisions, premium wage rates for all overtime hours worked, and a regular hourly rate of pay of not less than one dollar more than the state minimum wage rate.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226.7 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  6. Cal. Lab. Code § 226.7 (version operative January 1, 2027), (e)-(f). “(e) This section shall not apply to an employee who is exempt from meal or rest or recovery period requirements pursuant to other state laws, including, but not limited to, a statute or regulation, standard, or order of the Industrial Welfare Commission. (f) This section shall be operative on January 1, 2027.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226.7 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  7. Cal. Lab. Code § 512(a). “An employer shall not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee. An employer shall not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and the employee only if the first meal period was not waived.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=512 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  8. IWC Order 4-2001, § 11(B). “If an employer fails to provide an employee a meal period in accordance with the applicable provisions of this order, the employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each workday that the meal period is not provided.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  9. IWC Order 4-2001, § 12(B). “If an employer fails to provide an employee a rest period in accordance with the applicable provisions of this order, the employer shall pay the employee one (1) hour of pay at the employee’s regular rate of compensation for each workday that the rest period is not provided.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  10. Cal. Lab. Code § 226.7(b)-(c). “(b) An employer shall not require an employee to work during a meal or rest or recovery period mandated pursuant to an applicable statute, or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health. (c) If an employer fails to provide an employee a meal or rest or recovery period in accordance with a state law, including, but not limited to, an applicable statute or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health, the employer shall pay the employee one additional hour of pay at the employee’s regular rate of compensation for each workday that the meal or rest or recovery period is not provided.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226.7 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  11. Labor Commissioner's Office, Minimum Wage FAQ. “Effective January 1, 2026, the minimum wage is $16.90 per hour for all employers, not otherwise covered by a higher minimum wage specific to an industry or a locality. […] There is a higher minimum wage for Fast Food Workers, effective April 1, 2024, and a higher minimum wage for certain Health Care Workers.”https://www.dir.ca.gov/dlse/faq_minimumwage.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  12. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Hospital or integrated health system with 10,000 or more full-time employees (including skilled nursing facilities operated by these employers) 10/16/24 to 6/30/25: $23 7/1/25 to 6/30/26: $24 7/1/26 to 12/31/27: $25 1/1/28: adjusted for inflation each year”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  13. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Dialysis Clinics 10/16/24 to 6/30/25: $23 7/1/25 to 6/30/26: $24 7/1/26 to 12/31/27: $25 1/1/28: adjusted for inflation each year”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  14. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “All other covered health care facilities not listed in the other categories and not run by Counties 10/16/24 to 6/30/26: $21 7/1/26 to 6/30/28: $23”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  15. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Intermittent clinics, community clinics, rural health clinics, or urgent care clinics associated with community or rural health clinics 10/16/24 to 6/30/26: $21 7/1/26 to 6/30/27: $22”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  16. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Safety Net Hospitals (see FAQ 14) 10/16/24 to 6/30/25: $18 7/1/25 to 6/30/26: $18.63 7/1/26 to 6/30/27: $19.28”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  17. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Covered Health Care Facilities run by Medium Sized Counties (250,000 to five million people as of 1/1/23) 1/1/25 to 6/30/26: $21 7/1/26 to 6/30/28: $23”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  18. Cal. Lab. Code § 226.7(c) (version operative January 1, 2027). “(c) If an employer fails to provide an employee a meal or rest or recovery period in accordance with a state law, including, but not limited to, an applicable statute or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health, the employer shall pay the employee one additional hour of pay at the employee’s regular rate of compensation for each workday that the meal or rest or recovery period is not provided.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226.7 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  19. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Safety Net Hospitals (see FAQ 14) 10/16/24 to 6/30/25: $18 7/1/25 to 6/30/26: $18.63 7/1/26 to 6/30/27: $19.28 7/1/27 to 6/30/28: $19.95”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  20. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Covered Health Care Facilities run by Small Counties (less than 250,000 people as of 1/1/23) 1/1/25 to 6/30/25: $18 7/1/25 to 6/30/26: $18.63 7/1/26 to 6/30/27: $19.28 7/1/27 to 6/30/28: $19.95”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  21. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Intermittent clinics, community clinics, rural health clinics, or urgent care clinics associated with community or rural health clinics 10/16/24 to 6/30/26: $21 7/1/26 to 6/30/27: $22 7/1/27 to 12/31/28: $25”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  22. Cal. Lab. Code § 500(a)-(b). “(a) “Workday” and “day” mean any consecutive 24-hour period commencing at the same time each calendar day. (b) “Workweek” and “week” mean any seven consecutive days, starting with the same calendar day each week.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=500 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  23. Cal. Lab. Code § 510(a)(1)-(3). “The requirements of this section do not apply to the payment of overtime compensation to an employee working pursuant to any of the following: (1) An alternative workweek schedule adopted pursuant to Section 511. (2) An alternative workweek schedule adopted pursuant to a collective bargaining agreement pursuant to Section 514. (3) An alternative workweek schedule to which this chapter is inapplicable pursuant to Section 554.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=510 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  24. Cal. Lab. Code § 552. “No employer of labor shall cause his employees to work more than six days in seven.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=552 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  25. IWC Order 4-2001, § 2 (definition of split shift). “means a work schedule, which is interrupted by non-paid non-working periods established by the employer, other than bona fide rest or meal periods.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  26. IWC Order 4-2001, § 4(C). “When an employee works a split shift, one (1) hour’s pay at the minimum wage shall be paid in addition to the minimum wage for that workday, except when the employee resides at the place of employment.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  27. Labor Commissioner's Office, Meal Periods FAQ. “In general, when an employee works for a work period of more than five hours, a meal period must be provided no later than the end of the employee’s fifth hour of work (in other words, no later than the start of the employee’s sixth hour of work). When an employee works for a period of more than 10 hours, a second meal period must be provided no later than the end of the employee’s tenth hour of work (in other words, no later than the start of the employee’s eleventh hour of work).”https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  28. IWC Order 4-2001, § 12(A). “Every employer shall authorize and permit all employees to take rest periods, which insofar as practicable shall be in the middle of each work period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10) minutes net rest time per four (4) hours or major fraction thereof.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  29. IWC Order 4-2001, § 12(A). “Authorized rest period time shall be counted as hours worked for which there shall be no deduction from wages.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  30. Labor Commissioner's Office, Rest Periods FAQ. “A rest period is not required for employees whose total daily work time is less than three and one-half hours.”https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  31. IWC Order 4-2001, § 5(A)-(B). “Each workday an employee is required to report for work and does report, but is not put to work or is furnished less than half said employee’s usual or scheduled day’s work, the employee shall be paid for half the usual or scheduled day’s work, but in no event for less than two (2) hours nor more than four (4) hours, at the employee’s regular rate of pay, which shall not be less than the minimum wage. […] If an employee is required to report for work a second time in any one workday and is furnished less than two (2) hours of work on the second reporting, said employee shall be paid for two (2) hours at the employee’s regular rate of pay, which shall not be less than the minimum wage.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  32. Cal. Lab. Code § 246(a)(1). “An employee who, on or after July 1, 2015, works in California for the same employer for 30 or more days within a year from the commencement of employment is entitled to paid sick days as specified in this section.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=246 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  33. Cal. Lab. Code § 246(b)(1). “(b) (1) An employee shall accrue paid sick days at the rate of not less than one hour per every 30 hours worked, beginning at the commencement of employment or the operative date of this article, whichever is later, subject to the use and accrual limitations set forth in this section.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=246 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  34. Cal. Lab. Code § 246(c). “(c) An employee shall be entitled to use accrued paid sick days beginning on the 90th day of employment, after which day the employee may use paid sick days as they are accrued.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=246 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  35. Cal. Lab. Code § 246(d). “(d) Accrued paid sick days shall carry over to the following year of employment. However, an employer may limit an employee’s use of accrued paid sick days to 40 hours or five days in each year of employment, calendar year, or 12-month period. This section shall be satisfied and no accrual or carryover is required if the full amount of leave is received at the beginning of each year of employment, calendar year, or 12-month period. The term “full amount of leave” means five days or 40 hours.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=246 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  36. Labor Commissioner's Office, Paid Sick Leave FAQ (Lab. Code § 246). “Starting on January 1, 2024, an employer must allow an employee to use at least five days or 40 hours, whichever is more (refer to DLSE Opinion Letter 2015.08.07). Therefore, for example, if an employee works 10‑hour days, the employee will be entitled to use at a minimum 50 hours of paid sick leave.”https://www.dir.ca.gov/dlse/paid_sick_leave.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  37. Cal. Lab. Code § 246(j). “(j) An employer has no obligation under this section to allow an employee’s total accrual of paid sick leave to exceed 80 hours or 10 days, provided that an employee’s rights to accrue and use paid sick leave are not limited other than as allowed under this section.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=246 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  38. Labor Commissioner's Office, Paid Sick Leave FAQ (Lab. Code § 246). “Yes, but an employer may limit or cap the overall amount of sick leave an employee may accrue to 10 days or 80 hours, whichever is more.”https://www.dir.ca.gov/dlse/paid_sick_leave.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  39. Labor Commissioner's Office, Paid Sick Leave FAQ (Lab. Code § 246). “The employer must provide the paid sick leave required by the local ordinance if it is higher than the requirements of state law. In general, if employees are subject to local sick leave ordinances, the employer must comply with both the local and California laws, which may differ in some respects. The employer must provide the provision or benefit that is most generous to the employee. The only exception to this general rule is that as of January 1, 2024, local ordinances cannot contradict the state paid sick leave law requirements regarding the lending of paid sick leave, paystub statements, calculation of paid sick leave, providing notice if the leave is foreseeable, timing of payment of paid sick leave, and whether payment of sick leave is required upon termination. If a local ordinance contradicts the state law on these specific topics, the state law prevails over (preempts) the local law.”https://www.dir.ca.gov/dlse/paid_sick_leave.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  40. L.A. Mun. Code § 187.04 (Minimum Wage Ordinance), Office of Wage Standards FAQ. “An Employee is entitled to take up to 48 hours of sick leave annually, depending on the method used by the Employer (i.e., year of employment, calendar year, or 12-month period). An Employer may set a higher cap or no cap at all. […] Pursuant to LAMC § 187.04(E), accrued and unused paid sick leave may be capped at 72 hours”https://wagesla.lacity.gov/sites/g/files/wph1941/files/2026-04/MWO-FAQ%20English%20ADA.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  41. Santa Monica minimum wage ordinance, City page. “The law requires 40 hours for small businesses (businesses with 25 or fewer employees in Santa Monica), and 72 hours for larger businesses (businesses with 26 or more employees in Santa Monica). […] The accrual rate is one hour for every 30 hours worked.”https://www.santamonica.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  42. Cal. Lab. Code § 1182.12(c)(1). “on or before each August 1 thereafter, the Director of Finance shall calculate an adjusted minimum wage. The calculation shall increase the minimum wage by the lesser of 3.5 percent […] Each adjusted minimum wage increase calculated under this subdivision shall take effect on the following January 1.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=1182.12 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  43. Labor Commissioner's Office, Minimum Wage FAQ. “Similarly, if a local entity (city or county) has adopted a higher minimum wage, employees must be paid the local wage where it is higher than the state or federal minimum wage rates.”https://www.dir.ca.gov/dlse/faq_minimumwage.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  44. Cal. Lab. Code § 1474(a), (c). “(a) “National fast food chain” means a set of limited-service restaurants consisting of more than 60 establishments nationally that share a common brand, or that are characterized by standardized options for decor, marketing, packaging, products, and services, and which are primarily engaged in providing food and beverages for immediate consumption on or off premises where patrons generally order or select items and pay before consuming, with limited or no table service. […] (c) Except as provided in subdivisions (i) to (k), inclusive, “fast food restaurant” means a limited-service restaurant in the state that is part of a national fast food chain.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=1474 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  45. Cal. Lab. Code § 1475(d)(2)(A). “(2) (A) The hourly minimum wage for fast food restaurant employees shall be twenty dollars ($20) per hour, effective April 1, 2024. Thereafter, the council may establish, pursuant to this subdivision, minimum wages for fast food restaurant employees that take effect on an annual basis, beginning on January 1, 2025.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=1475 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  46. Lab. Code §§ 1474-1476 (AB 1228), Labor Commissioner's Fast Food Minimum Wage FAQ. “Starting April 1, 2024, all “fast food restaurant employees” who are covered by the new law must be paid at least $20.00 per hour.”https://www.dir.ca.gov/dlse/Fast-Food-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  47. Cal. Lab. Code § 514. “Sections 510 and 511 do not apply to an employee covered by a valid collective bargaining agreement if the agreement expressly provides for the wages, hours of work, and working conditions of the employees, and if the agreement provides premium wage rates for all overtime hours worked and a regular hourly rate of pay for those employees of not less than 30 percent more than the state minimum wage.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=514 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  48. Cal. Lab. Code § 245.5(a)(1). “(1) Except as provided in subdivision (d) of Section 246.5, an employee covered by a valid collective bargaining agreement if the agreement expressly provides for the wages, hours of work, and working conditions of employees, and expressly provides for paid sick days or a paid leave or paid time off policy that permits the use of sick days for those employees, final and binding arbitration of disputes concerning the application of its paid sick days provisions, premium wage rates for all overtime hours worked, and regular hourly rate of pay of not less than 30 percent more than the state minimum wage rate.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=245.5 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  49. Cal. Lab. Code § 511(a). “Upon the proposal of an employer, the employees of an employer may adopt a regularly scheduled alternative workweek that authorizes work by the affected employees for no longer than 10 hours per day within a 40-hour workweek without the payment to the affected employees of an overtime rate of compensation pursuant to this section. A proposal to adopt an alternative workweek schedule shall be deemed adopted only if it receives approval in a secret ballot election by at least two-thirds of affected employees in a readily identifiable work unit.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=511 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  50. Cal. Lab. Code § 511(b). “(b) An affected employee working longer than eight hours but not more than 12 hours in a day pursuant to an alternative workweek schedule adopted pursuant to this section shall be paid an overtime rate of compensation of no less than one and one-half times the regular rate of pay of the employee for any work in excess of the regularly scheduled hours established by the alternative workweek agreement and for any work in excess of 40 hours per week. An overtime rate of compensation of no less than double the regular rate of pay of the employee shall be paid for any work in excess of 12 hours per day and for any work in excess of eight hours on those days worked beyond the regularly scheduled workdays established by the alternative workweek agreement.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=511 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  51. Cal. Lab. Code § 556. “Sections 551 and 552 shall not apply to any employer or employee when the total hours of employment do not exceed 30 hours in any week or six hours in any one day thereof.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=556 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  52. Mendoza v. Nordstrom, Inc., California Supreme Court, S224611 (filed May 8, 2017). “The exemption for employees working shifts of six hours or less applies only to those who never exceed six hours of work on any day of the workweek. If on any one day an employee works more than six hours, a day of rest must be provided during that workweek, subject to whatever other exceptions might apply.”https://www.courts.ca.gov/opinions/archive/S224611.PDF · Opinion of the California Supreme Court, as published by the California courts · Verified on November 12, 2026
  53. Cal. Lab. Code § 554(a). “Sections 551 and 552 do not apply to cases of emergency or to work performed in the protection of life or property from loss or destruction, or to any common carrier engaged in or connected with the movement of trains. Nothing in this chapter shall be construed to prevent an accumulation of days of rest when the nature of the employment reasonably requires that the employee work seven or more consecutive days, if in each calendar month the employee receives days of rest equivalent to one day’s rest in seven.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=554 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  54. IWC Order 4-2001, § 5(C). “The foregoing reporting time pay provisions are not applicable when: (1) Operations cannot commence or continue due to threats to employees or property; or when recommended by civil authorities; or (2) Public utilities fail to supply electricity, water, or gas, or there is a failure in the public utilities, or sewer system; or (3) The interruption of work is caused by an Act of God or other cause not within the employer’s control.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  55. Labor Commissioner's Office, Meal Periods FAQ (IWC Orders § 11). “An "on duty" meal period shall be permitted only when the nature of the work prevents an employee from being relieved of all duty and when by written agreement between the employer and employee an on-the-job paid meal period is agreed to. The written agreement must state that the employee may, in writing, revoke the agreement at any time.”https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  56. Cal. Lab. Code § 512(e), (f)(3). “(e) Subdivisions (a) and (b) do not apply to an employee specified in subdivision (f) if both of the following conditions are satisfied: (1) The employee is covered by a valid collective bargaining agreement. (2) The valid collective bargaining agreement expressly provides for the wages, hours of work, and working conditions of employees, and expressly provides for meal periods for those employees, final and binding arbitration of disputes concerning application of its meal period provisions, premium wage rates for all overtime hours worked, and a regular hourly rate of pay of not less than 30 percent more than the state minimum wage rate. […] (3) An employee employed in the security services industry as a security officer who is registered pursuant to Chapter 11.5 (commencing with Section 7580) of Division 3 of the Business and Professions Code, and who is employed by a private patrol operator registered pursuant to that chapter.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=512 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  57. Labor Commissioner's Health Care Worker Minimum Wage FAQ. ““Health care services” or “services supporting the provision of health care” mean patient care-related services including nursing; caregiving; services provided by medical residents, interns, or fellows; and services supporting patient care including technical and ancillary services; janitorial work, housekeeping; groundskeeping; guard duties; business office clerical work; food services; laundry; medical coding and billing; call center and warehouse work; scheduling; and gift shop work.”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  58. Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Employees of subcontractors or contractors are covered by the new health care minimum wage if: The worker provides health care services or services supporting the provisions of healthcare, AND The worker’s employer (the contractor or subcontractor) contracts with a “covered health care facility” directly or through a contractor or subcontractor to provide health care services or services supporting the provision of health care, AND The health care facility operates as a joint employer of the worker (engages, suffers, or permits the employee to work or exercises control of the employees’ wages hours, or working conditions) OR the worker spends more than 50% of their time in a workweek performing work at the covered health care facility.”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  59. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Covered Health Care Facilities run by Large Counties (more than five million people as of 1/1/23) 1/1/25 to 6/30/25: $23 7/1/25 to 6/30/26: $24 7/1/26 to 12/31/27: $25 1/1/28: adjusted for inflation each year”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  60. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “All other covered health care facilities not listed in the other categories and not run by Counties 10/16/24 to 6/30/26: $21 7/1/26 to 6/30/28: $23 7/1/28 to 12/31/29: $25”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  61. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Covered Health Care Facilities run by Medium Sized Counties (250,000 to five million people as of 1/1/23) 1/1/25 to 6/30/26: $21 7/1/26 to 6/30/28: $23 7/1/28 to 12/31/29: $25”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  62. Lab. Code §§ 1182.14-1182.16, Labor Commissioner's Health Care Worker Minimum Wage FAQ. “Covered Health Care Facilities run by Small Counties (less than 250,000 people as of 1/1/23) 1/1/25 to 6/30/25: $18 7/1/25 to 6/30/26: $18.63 7/1/26 to 6/30/27: $19.28”https://www.dir.ca.gov/dlse/Health-Care-Worker-Minimum-Wage-FAQ.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  63. IWC Order 4-2001, § 11(D). “Notwithstanding any other provision of this order, employees in the health care industry who work shifts in excess of eight (8) total hours in a workday may voluntarily waive their right to one of their two meal periods. In order to be valid, any such waiver must be documented in a written agreement that is voluntarily signed by both the employee and the employer. The employee may revoke the waiver at any time by providing the employer at least one (1) day’s written notice. The employee shall be fully compensated for all working time, including any on-the-job meal period, while such a waiver is in effect.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  64. Cal. Lab. Code § 2100(f). “(f) “Employer” means a person who directly or indirectly, or through an agent or any other person, including through the services of a third-party employer, temporary service, or staffing agency or similar entity, employs or exercises control over the wages, hours, or working conditions of 100 or more employees at a single warehouse distribution center or 1,000 or more employees at one or more warehouse distribution centers in the state.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=2100 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  65. Cal. Lab. Code § 2101. “Each employer shall provide to each employee, upon hire, or within 30 days of the effective date of this part, a written description of each quota to which the employee is subject, including the quantified number of tasks to be performed or materials to be produced or handled, within the defined time period, and any potential adverse employment action that could result from failure to meet the quota.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=2101 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  66. Cal. Lab. Code § 2102. “An employee shall not be required to meet a quota that prevents compliance with meal or rest periods, use of bathroom facilities, including reasonable travel time to and from bathroom facilities, or occupational health and safety laws in the Labor Code or division standards.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=2102 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  67. L.A. Mun. Code ch. XVIII, art. 5 (Fair Work Week), Office of Wage Standards summary. “A covered Employer has 300 or more employees globally, and is identified as a retail business in the North American Industry Classification System (NAICS).”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  68. L.A. Mun. Code ch. XVIII, art. 5. “Provide Employees advance notice of their Work Schedules at least 14 calendar days before the start of a work period, by posting the schedule in an accessible location or by electronically transmitting the schedule.”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  69. L.A. Mun. Code ch. XVIII, art. 5. “Before hiring new Employees, Employers must give current Employees 72 hours’ written notice of the availability of additional work hours if: one or more current Employees are qualified to do the work, and additional work hours would not result in the payment of overtime.”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  70. L.A. Mun. Code ch. XVIII, art. 5. “Employers must obtain an Employee’s written consent before scheduling any "clopening" Shift. This is when Employees are scheduled to work a closing Shift that begins on one workday followed by an opening Shift the next workday. If the second Shift starts less than ten (10) hours after the end of the previous Shift, Employers must pay Employees time and a half for the Shift following the insufficient rest period.”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  71. L.A. County Code ch. 8.102, DCBA summary. “As of July 1, 2025, retail businesses with 300 or more employees worldwide must provide employees supporting retail operations in unincorporated Los Angeles County with predictable work schedules, advance notice of shifts, the right to request or decline schedule changes, adequate rest between shifts, and predictability pay.”https://dcba.lacounty.gov/fairworkweek/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  72. L.A. County Code § 8.102.060(A). “A Retail Employer must provide a Retail Employee with notice of the Retail Employee's Work Schedule in the Primary Languages at least fourteen (14) days before the start of the work period”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text published by the county · Verified on November 12, 2026
  73. L.A. County Code § 8.102.100. “8.102.100 Rest Between Shifts. A Retail Employer must not schedule a Retail Employee to work a Shift that starts less than ten (10) hours from the Retail Employee's last Shift, unless the Retail Employer obtains the Retail Employee's written consent and pays the Retail Employee a premium of time and a half for each hour of the second Shift not separated by at least ten (10) hours.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text published by the county · Verified on November 12, 2026
  74. S.F. Labor & Employment Code arts. 41-42 (FRERO), OLSE official notice. “Beginning on July 3, 2015, Formula Retail Establishments with at least 40 retail sales establishments worldwide and 20 or more employees in San Francisco must comply with the following requirements:”https://media.api.sf.gov/documents/32._FRERO_Poster_2016_04_06__published_0.pdf · Official notice published by the agency · Verified on November 12, 2026
  75. S.F. L.E.C. §§ 41.2, 42.3, OLSE FAQ. “Under the Ordinances, a Formula Retail Establishment is a business located in San Francisco that falls under the Planning Code’s definition of “Formula Retail Use,” except that the business must have at least 40 retail sales establishments worldwide.”https://media.api.sf.gov/documents/FRERO_FAQs_8.8.25_9iS2npC.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  76. S.F. L.E.C. § 42.4, OLSE official notice. “Provide two weeks’ notice of work schedules and provide “predictability pay” if schedules change with less than 1 week’s notice”https://media.api.sf.gov/documents/32._FRERO_Poster_2016_04_06__published_0.pdf · Official notice published by the agency · Verified on November 12, 2026
  77. S.F. L.E.C. arts. 41-42, OLSE official notice. “These requirements apply to janitorial and security contractors at covered Formula Retail Establishments.”https://media.api.sf.gov/documents/32._FRERO_Poster_2016_04_06__published_0.pdf · Official notice published by the agency · Verified on November 12, 2026
  78. Berkeley Mun. Code ch. 13.102, City training module for employers. “The Fair Workweek Ordinance applies to every employer within the City of Berkeley who has 10 or more employees in Berkeley and is: 1. primarily engaged in the building services, healthcare, hotel, manufacturing, retail, or warehouse services industries, and employs 56 or more employees globally; or 2. primarily engaged in the restaurant industry, and employs 100 or more employees globally;”https://berkeleyca.gov/sites/default/files/documents/Fair%20Workweek%20Training%20Module%20for%20Employers.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  79. Berkeley Mun. Code ch. 13.102, official notice. “Employers must provide employees with at least 14 days’ notice of their work schedules.”https://berkeleyca.gov/sites/default/files/documents/Fair%20Workweek%20Public%20Notice_City%20of%20Berkeley_January%202024%20%28English%29.pdf · Official notice published by the agency · Verified on November 12, 2026
  80. Berkeley Mun. Code ch. 13.102, official notice. “Employees have the right to decline work hours that occur less than 11 hours after the end of the previous shift. Employees who agree in writing to work hours with less than 11 hours rest must be paid 1.5 times their regular rate of pay for any hours worked less than 11 hours following the end of a previous shift.”https://berkeleyca.gov/sites/default/files/documents/Fair%20Workweek%20Public%20Notice_City%20of%20Berkeley_January%202024%20%28English%29.pdf · Official notice published by the agency · Verified on November 12, 2026
  81. Emeryville Mun. Code tit. 5, ch. 39, City page. “Retail Firms with 56 or more employees globally, and Fast Food Firms with 56 or more globally and 20 or more employees in Emeryville.”https://www.emeryville.org/Services/Business/Permits-Regulations/Fair-Workweek-Ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  82. Emeryville Mun. Code tit. 5, ch. 39, official poster. “Employer must provide at least two weeks advance notice of schedules.”https://www.emeryville.org/files/assets/city/v/1/development/documents/fair-workweek-ordinance/fair-work-week-poster.pdf · Official notice published by the agency · Verified on November 12, 2026
  83. Emeryville Mun. Code tit. 5, ch. 39, official poster. “Employers must pay time-and-a-half for any hours worked between closing and opening (clopening) shifts that are separated by less than 11 hours.”https://www.emeryville.org/files/assets/city/v/1/development/documents/fair-workweek-ordinance/fair-work-week-poster.pdf · Official notice published by the agency · Verified on November 12, 2026
  84. San José Mun. Code ch. 4.101 (Opportunity to Work), official notice. “Beginning March 13, 2017, Employers with 36 or more Employees and who are subject to the San Jose Business License Tax or who maintain a facility in San Jose must offer additional work hours to existing qualified part-time Employees before hiring new Employees including subcontractors or the use of temporary staffing services.”https://www.sanjoseca.gov/home/showpublisheddocument/20073/639252317242370000 · Official notice published by the agency · Verified on November 12, 2026
  85. Alameda Municipal Code Chapter 4-60. “Beginning July 1, 2026, an employee who performs at least two (2) hours of work in a particular workweek within the geographic boundaries of the City of Alameda must be paid wages of not less than $17.76 per hour.”https://www.alamedaca.gov/Departments/Base-Reuse-and-Economic-Development/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  86. City of Belmont minimum wage ordinance. “As of January 1, 2026, the minimum wage in the City of Belmont is $18.95 per hour.”https://www.belmont.gov/our-city/frequently-asked-questions/mmwage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  87. Belmont minimum wage ordinance. “Effective January 1, 2027, the minimum wage in the City of Belmont will be $19.60 per hour.”https://www.belmont.gov/our-city/frequently-asked-questions/mmwage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  88. Berkeley Mun. Code ch. 13.99. “$19.61/hour: Effective July 1, 2026”https://berkeleyca.gov/doing-business/operating-berkeley/workforce-standards-and-enforcement · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  89. Burlingame Municipal Code Section 6.10 (Minimum Wage). “January 1, 2026 $17.43 plus 2025 CPI for a total for $17.86”https://www.burlingame.org/307/Minimum-Wage-Information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  90. Burlingame Municipal Code Section 6.10 (Minimum Wage). “January 1, 2027 $17.86 plus 2026 CPI for a total of $18.47.”https://www.burlingame.org/307/Minimum-Wage-Information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  91. Los Angeles County Code Chapter 8.100. “Los Angeles County Code Chapter 8.100 - Minimum Wage JULY 1, 2026* $18.47”https://dcba.lacounty.gov/wp-content/uploads/2026/06/DCBA_Minimum-Wage-Poster_July-1-2026_June-30-2027_English.pdf · Official notice published by the agency · Verified on November 12, 2026
  92. County of San Mateo Minimum Wage Ordinance. “Workers must earn at least $17.95 an hour in unincorporated San Mateo County as of January 1, 2026.”https://www.smcgov.org/ceo/unincorporated-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  93. County of San Mateo Minimum Wage Ordinance. “Starting January 1, 2027, the minimum wage will increase to $18.58 per hour in unincorporated San Mateo County.”https://www.smcgov.org/ceo/unincorporated-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  94. Cupertino Municipal Code Chapter 3.37, Official Notice 2026. “Effective Date: January 1, 2026 Beginning January 1, 2026, employers who are subject to the Cupertino Business License Tax or who maintain a facility in Cupertino must pay to each employee who performs at least two (2) hours of work per week in Cupertino wages of not less than $18.70 per hour.”https://www.cupertino.gov/files/assets/city/v/2/departments/documents/city-manager/economic-development/official-notice-english-2026-final.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  95. Cupertino Municipal Code Chapter 3.37 (Ordinance No. 2151). “The Cupertino Minimum Wage will increase from $18.70 to $19.25 per hour effective January 1, 2027.”https://www.cupertino.gov/Your-City/Divisions/Economic-Development/Cupertino-Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  96. Daly City Minimum Wage Ordinance No. 1425. “January 1, 2026 $17.50 per hour”https://www.dalycity.org/388/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  97. Daly City Minimum Wage Ordinance No. 1425. “Effective January 1, 2027, Daly City's local minimum wage of $18.10 applies to all businesses within the geographic boundaries of Daly City”https://www.dalycity.org/388/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  98. City of East Palo Alto local minimum wage ordinance. “On January 1, 2026, the adjusted Local Minimum Wage will increase to $17.90 per hour for all employers in the City of East Palo Alto.”https://www.cityofepa.org/econdev/page/local-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  99. El Cerrito Municipal Code Chapter 6.95. “within the geographic limits of the City of El Cerrito wages of not less than $18.34 per hour in 2025 ($18.82 per hour in 2026)”https://www.elcerrito.gov/940/Minimum-Wage-Ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  100. El Cerrito Municipal Code Chapter 6.95. “January 1, 2027: $19.36 per hour”https://www.elcerrito.gov/940/Minimum-Wage-Ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  101. Emeryville Minimum Wage and Paid Sick Leave Ordinance. “July 1, 2026 $20.34 (CPI) (all businesses)”https://www.emeryville.org/Services/Business/Permits-Regulations/Minimum-Wage-Ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  102. City of Foster City Minimum Wage Ordinance. “January 1, 2026 $17.85”https://www.fostercity.org/288/City-of-Foster-City-Minimum-Wage-Ordinan · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  103. City of Foster City Minimum Wage Ordinance. “Effective January 1, 2027, the minimum wage for the City of Foster City is $18.36 per hour for all employees”https://www.fostercity.org/288/City-of-Foster-City-Minimum-Wage-Ordinan · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  104. City of Fremont minimum wage ordinance. “On July 1, 2026, the local minimum wage for eligible employers increases to $18.05/hour.”https://www.fremont.gov/business/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  105. City of Half Moon Bay minimum wage ordinance. “January 1, 2026 $17.47+2.5% CPI-U $17.91”https://www.halfmoonbay.gov/659/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  106. City of Half Moon Bay minimum wage ordinance. “Effective January 1, 2027 the minimum wage for the City of Half Moon Bay is $18.52 per hour for all employees.”https://www.halfmoonbay.gov/659/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  107. Hayward Municipal Code Chapter 6, Article 15 (Minimum Wage Ordinance). “Date Small Businesses Large Businesses January 1, 2026 $16.90 $17.79”https://www.hayward-ca.gov/local-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  108. Hayward Municipal Code Chapter 6, Article 15 (Minimum Wage Ordinance). “Beginning January 1, 2027, large employers with 26 or more employees are subject to a $18.39/hour minimum wage.”https://www.hayward-ca.gov/local-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  109. Los Angeles Municipal Code Section 187.02 (Minimum Wage Ordinance). “Effective Date Hourly Rate July 1, 2026 $18.42”https://wagesla.lacity.gov/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  110. L.A. Mun. Code § 186.02 (Citywide Hotel Worker Minimum Wage), Office of Wage Standards. “The Citywide Hotel Worker Minimum Wage Rate will increase on July 1, 2026. Please refer to the Wage Chart below for the new rates.”https://wagesla.lacity.gov/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  111. Malibu Municipal Code Chapter 5.36. “for a Minimum Wage of $17.91 effective July 1, 2026, for all employers.”https://www.malibucity.org/minimumwage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  112. Menlo Park Municipal Code Section 5.76.030 (Ordinance No. 1058). “As of Jan. 1, 2026, all businesses operating within the geographic boundaries of incorporated Menlo Park must pay a minimum wage of $17.55 per hour”https://www.menlopark.gov/Government/Departments/City-Managers-Office/Economic-development/Local-minimum-wage-ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  113. Menlo Park Municipal Code Section 5.76.030, City page. “Pending City Council approval at the Oct. 13, 2026 City Council meeting, the new local minimum wage will be $18.05 per hour starting Jan. 1, 2027.”https://www.menlopark.gov/Government/Departments/City-Managers-Office/Economic-development/Local-minimum-wage-ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  114. Milpitas Municipal Code (minimum wage). “Beginning July 1, 2026, employers who are subject to the City's business license requirement or who maintain a business facility in the City, must pay to each employee who performs at least two hours of work per week in Milpitas, minimum wages of not less than $18.50 per hour.”https://www.milpitas.gov/688/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  115. City of Mountain View minimum wage ordinance. “Jan. 1, 2026 $19.70 (+2.6%)”https://econdev.mountainview.gov/resources/city-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  116. City of Mountain View minimum wage ordinance. “The calculated rate for 2027 Calendar year will be $20.25. […] Jan. 1, 2027 $20.25 (+2.8%)”https://econdev.mountainview.gov/resources/city-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  117. Novato local minimum wage ordinance. “Novato minimum wage rate requirements effective January 1, 2026: […] $17.46 per hour for large businesses with 26-99 employees (in accordance with Novato’s local ordinance);”https://www.novato.gov/business/novato-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  118. Novato local minimum wage ordinance. “Novato minimum wage rate requirements effective January 1, 2027: […] $17.97 per hour for large businesses with 26-99 employees (in accordance with Novato's local ordinance);”https://www.novato.gov/business/novato-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  119. Novato local minimum wage ordinance. “Novato minimum wage rate requirements effective January 1, 2026: […] $17.73 per hour for very large businesses with 100 or more employees (in accordance with Novato’s local ordinance);”https://www.novato.gov/business/novato-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  120. Novato local minimum wage ordinance. “Novato minimum wage rate requirements effective January 1, 2027: […] $18.25 per hour for very large businesses with 100 or more employees (in accordance with Novato's local ordinance);”https://www.novato.gov/business/novato-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  121. Measure FF (Oakland Minimum Wage Ordinance). “Measure FF: Effective January 1, 2026, the Oakland Minimum Wage Rate goes up to $17.34 per hour.”https://www.oaklandca.gov/Government/Departments/Workplace-Employment-Standards/Download-Minimum-Wage-and-Hotel-Wage-Posters · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  122. Measure Z (Oakland Hotel Minimum Wage), City poster page. “Measure Z: Effective January 1, 2026, the Oakland Hotel Minimum Wage Rate goes up to $18.85 per hour (with Health Benefits), and $25.14 per hour (without Health Benefits).”https://www.oaklandca.gov/Government/Departments/Workplace-Employment-Standards/Download-Minimum-Wage-and-Hotel-Wage-Posters · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  123. City of Palo Alto minimum wage ordinance. “The City’s minimum wage is $18.70 per hour as of January 1, 2026.”https://www.paloalto.gov/Business/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  124. City of Palo Alto minimum wage ordinance. “Effective January 1, 2027, the minimum wage rate for the City of Palo Alto is $19.25 per hour.”https://www.paloalto.gov/Business/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  125. Pasadena Minimum Wage Ordinance. “Beginning July 1, 2026, employers must pay employees wages of not less than $18.57 per hour”https://www.cityofpasadena.net/planning/wp-content/uploads/sites/30/OFFICIAL-NOTICE-EFFECTIVE-JULY-1-2026-ENGLISH.pdf · Official notice published by the agency · Verified on November 12, 2026
  126. Petaluma Minimum Wage ordinance. “The 2026 minimum wage in the Petaluma city limits is $18.31 per hour.”https://cityofpetaluma.org/minimum-wage/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  127. Petaluma minimum wage ordinance. “The 2027 minimum wage in the Petaluma city limits will be $18.93 per hour.”https://cityofpetaluma.org/minimum-wage/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  128. City of Redwood City minimum wage ordinance. “The Redwood City minimum wage adjusts annually with the Consumer Price Index. As of January 1, 2026, it is $18.65.”https://www.redwoodcity.org/departments/city-manager/city-manager-s-initiatives/local-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  129. Redwood City minimum wage ordinance. “As of January 1, 2027, it will be $19.30.”https://www.redwoodcity.org/departments/city-manager/city-manager-s-initiatives/local-minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  130. Richmond Ordinance No. 15-17 N.S. (Amended Minimum Wage Ordinance). “January 1, 2026 $19.18 per hour”https://www.ci.richmond.ca.us/2615/Minimum-Wage-Ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  131. Richmond Ordinance No. 15-17 N.S. (Amended Minimum Wage Ordinance). “Effective January 1, 2027 the Richmond Minimum Wage will be: $19.61 per hour”https://www.ci.richmond.ca.us/2615/Minimum-Wage-Ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  132. County of San Mateo, Office of Labor Standards and Enforcement, 2026 Minimum Wage Reference Chart. “This chart shows the 2026 minimum wage rates across the county. […] San Carlos $17.75”https://www.smcgov.org/ceo/2026-minimum-wage-reference-chart · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  133. San Diego Municipal Code Chapter 3, Article 9, Division 1. “January 1, 2026 $17.75”https://www.sandiego.gov/olse/minimum-wage/earned-sick-leave · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  134. San Diego Municipal Code Chapter 3, Article 9, Division 1. “January 1, 2027 $18.35”https://www.sandiego.gov/olse/minimum-wage/earned-sick-leave · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  135. San Francisco Minimum Wage Ordinance. “July 1, 2026: $19.61 per hour”https://media.api.sf.gov/documents/2026_Historical_San_Francisco_Minimum_Wage_Rates_M9ynRNo.pdf · Official notice published by the agency · Verified on November 12, 2026
  136. San José Mun. Code ch. 4.100 (Ord. 29829), official notice. “Effective January 1, 2026 the San Jose minimum wage rate is $18.45 per hour”https://www.sanjoseca.gov/home/showpublisheddocument/125072/638949248001170000 · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  137. San José Mun. Code ch. 4.100, City page. “Starting January 1, 2027, the City of Santa Jose’s minimum wage will increase from $18.45 (2026 minimum wage rate) to $19.00 per hour.”https://www.sanjoseca.gov/your-government/departments-offices/public-works/labor-compliance/minimum-wage-ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  138. San Mateo Municipal Code (SMMC) Chapter 5.92. “As of January 1, 2026, the minimum wage for the City of San Mateo is $18.60 per hour for all employees.”https://www.cityofsanmateo.org/3278/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  139. San Mateo Municipal Code (SMMC) Chapter 5.92. “As of January 1, 2027, employers in the City of San Mateo must pay each employee who work in the City of San Mateo, no less than $19.25 per hour.”https://www.cityofsanmateo.org/3278/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  140. Santa Clara minimum wage ordinance. “Starting January 1, 2027, the City of Santa Clara’s minimum wage will increase from $18.70 (2026 minimum wage rate)”https://www.santaclaraca.gov/business-development/business-services/minimum-wage-ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  141. Santa Clara minimum wage ordinance. “Starting January 1, 2027, the City of Santa Clara’s minimum wage will increase from $18.70 (2026 minimum wage rate) to $19.25 per hour.”https://www.santaclaraca.gov/business-development/business-services/minimum-wage-ordinance · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  142. City of Santa Monica minimum wage ordinance. “The minimum wage is $17.81 per hour and will increase to $18.47 per hour effective July 1, 2026.”https://www.santamonica.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  143. Santa Monica Mun. Code § 4.63.015 (hotel worker minimum wage), City page. “The minimum wage for hotels and businesses operating on hotel property is $22.50 effective September 8, 2025 and will increase to $25.00 per hour effective July 1, 2026.”https://www.santamonica.gov/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  144. Santa Rosa Ordinance No. ORD-2019-014. “Overview of Santa Rosa minimum wage hourly rate and timeline in comparison with the State: Santa Rosa California Jan. 1, 2025 $17.87 $16.50 Jan. 1, 2026 $18.21”https://www.srcity.org/3164/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  145. Santa Rosa minimum wage ordinance. “starting January 1, 2027, the new minimum wage rate is $18.83 for all businesses regardless of size.”https://www.srcity.org/3164/Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  146. Sonoma Municipal Code Chapter 2.80. “Starting January 1, 2026, the minimum wage rate in the City of Sonoma is $18.47/hour for large employers (26 or more employees) and $17.38/hour for small employers (25 or fewer employees).”https://www.sonomacity.org/wages/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  147. Sonoma Municipal Code Chapter 2.80. “Starting January 1, 2026, the minimum wage rate in the City of Sonoma is $18.47/hour for large employers (26 or more employees) and $17.38/hour for small employers (25 or fewer employees).”https://www.sonomacity.org/wages/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  148. County of San Mateo, Office of Labor Standards and Enforcement, 2026 Minimum Wage Reference Chart. “This chart shows the 2026 minimum wage rates across the county. […] South San Francisco $18.15”https://www.smcgov.org/ceo/2026-minimum-wage-reference-chart · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  149. South San Francisco minimum wage ordinance. “As of January 1, 2027, the City of South San Francisco's minimum wage is $18.75 per hour.”https://www.ssfca.gov/Departments/City-Manager/Local-Minimum-Wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  150. City of Sunnyvale minimum wage ordinance. “Effective Date: Jan. 1, 2026 Minimum Wage Rate: $19.50 per hour”https://www.sunnyvale.ca.gov/business-and-development/your-business-center/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  151. Sunnyvale minimum wage ordinance. “Effective Date: Jan. 1, 2027 Minimum Wage Rate: $20.05 per hour”https://www.sunnyvale.ca.gov/business-and-development/your-business-center/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  152. West Hollywood minimum wage ordinance. “Beginning January 1, 2026, the citywide minimum wage for non-hotel employees is $20.25. This rate will be in effect until December 31, 2026.”https://www.weho.org/business/operate-your-business/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  153. West Hollywood minimum wage ordinance. “Effective January 1, 2027, the citywide minimum wage for non-hotel employees is $20.94. This rate will be in effect until December 31, 2027.”https://www.weho.org/business/operate-your-business/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  154. West Hollywood Municipal Code Chapter 5.130. “Beginning July 1, 2026 the minimum wage rate for hotel employees will be $20.87. This rate will be in effect until June 30, 2027.”https://www.weho.org/business/operate-your-business/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  155. IWC Order 4-2001, § 7(A)(3), (C). “Time records showing when the employee begins and ends each work period. Meal periods, split shift intervals and total daily hours worked shall also be recorded. Meal periods during which operations cease and authorized rest periods need not be recorded. […] shall be kept on file by the employer for at least three years at the place of employment or at a central location within the State of California.”https://www.dir.ca.gov/IWC/IWCArticle4.pdf · Industrial Welfare Commission order, as posted by the Department of Industrial Relations · Verified on November 12, 2026
  156. Cal. Lab. Code § 1174(d). “(d) Keep, at a central location in the state or at the plants or establishments at which employees are employed, payroll records showing the hours worked daily by and the wages paid to, and the number of piece-rate units earned by and any applicable piece rate paid to, employees employed at the respective plants or establishments. These records shall be kept in accordance with rules established for this purpose by the commission, but in any case shall be kept on file for not less than three years.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=1174 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  157. Cal. Lab. Code § 226(a). “a copy of the statement and the record of the deductions shall be kept on file by the employer for at least three years at the place of employment or at a central location within the State of California.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  158. Cal. Lab. Code § 247.5(a). “(a) An employer shall keep for at least three years records documenting the hours worked and paid sick days accrued and used by an employee, and shall allow the Labor Commissioner to access these records pursuant to the requirements set forth in Section 1174. An employer shall make these records available to an employee in the same manner as described in Section 226. If an employer does not maintain adequate records pursuant to this section, it shall be presumed that the employee is entitled to the maximum number of hours accruable under this article, unless the employer can show otherwise by clear and convincing evidence.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=247.5 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  159. Cal. Lab. Code § 226.7(f)(5). “(5) In enacting the legislation adding this subdivision, it is the intent of the Legislature to abrogate, for the security services industry only, the California Supreme Court’s decision in Augustus v. ABM Security Services, Inc. (2016) 2 Cal.5th 257, to the extent that decision is in conflict with this subdivision.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=226.7 · California Labor Code, text from the Legislature's official law database (updated November 1, 2026) · Verified on November 12, 2026
  160. Labor Commissioner's Office, Rest Periods FAQ (Augustus v. ABM Security Services). “No, the court in Augustus also held that on-call rest periods are prohibited.”https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  161. IWC MW-2026, posting line. “PLEASE POST NEXT TO YOUR IWC INDUSTRY OR OCCUPATION ORDER”https://www.dir.ca.gov/iwc/MW-2026.pdf · Official notice published by the agency · Verified on November 12, 2026
  162. Labor Commissioner's Office, Minimum Wage FAQ. “The effect of this multiple coverage by different government sources is that when there are conflicting requirements in the laws, the employer must follow the stricter standard; that is, the one that is the most beneficial to the employee.”https://www.dir.ca.gov/dlse/faq_minimumwage.htm · Guidance published by the agency that enforces the rule · Verified on November 12, 2026

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