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In Los Angeles, large retailers post schedules 14 days ahead. A later change costs predictability pay.

What does the Los Angeles Fair Work Week Ordinance require of retail employers, and what does the city add to California law?

Verified on November 12, 2026 against the Los Angeles Municipal Code, the Office of Wage Standards and the California Labor Code·What changed on this page

14days

ahead, in writing, before the work period starts1

300

employees or more globally, for a retail business, and the ordinance applies42

$18.42

an hour, the city's minimum wage since July 1, 20263

What does the Los Angeles Fair Work Week Ordinance require?

The Los Angeles Fair Work Week Ordinance covers retail businesses with 300 or more employees globally42. It protects employees owed the minimum wage who work at least two hours a week in the city5. Schedules go out in writing at least 14 calendar days before the work period1.

A later employer change costs predictability pay: 1 extra hour at the regular rate for a changed date, time or location that adds more than 15 minutes or loses no time, and half the regular rate for hours cut by 15 minutes or more6.

A shift less than ten hours after the last one needs written consent and pays time and a half7. The city's minimum wage is $18.42 an hour3.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Los Angeles Office of Wage Standards, the California Labor Commissioner's Office or a qualified advisor.

Which dates matter in Los Angeles?

  1. The Fair Work Week Ordinance takes effect

    With a grace period for education and outreach8.

  2. Full enforcement begins

    Fines and penalties apply from this day8.

  3. City minimum wage: $18.42

    The city sets a new rate each July 1, based on the Los Angeles area CPI-W39.

  4. State minimum wage: $17.40

    The city's $18.42 is higher, and where a local rate is higher it is the one paid10311.

Past or upcoming as of November 12, 2026.

What changes in the week in Los Angeles?

When you hire

Before hiring, the employer gives each new employee a written good faith estimate of their work schedule, and gives a current employee one within ten days of a request12. If actual hours substantially deviate from it, the employer needs a documented, legitimate business reason that was unknown when the estimate was given12.

An employee may ask for preferred hours, times or locations. The employer may decline, with the reason in writing13.

When you build the schedule

The schedule is posted where employee notices are posted, or sent electronically, at least 14 calendar days before the work period1.

A shift that starts less than ten hours after the employee's last shift needs the employee's written consent, and each such shift is paid at time and a half7. The Office of Wage Standards applies this to a closing shift on one workday followed by an opening shift the next; a split shift on the same workday does not qualify, and hours already paid an overtime premium under § 510 carry no second premium14.

When the schedule changes

The employer gives written notice of any change it makes after that, and the employee may decline hours, shifts or location changes not in the schedule. Consent to them must be in writing15.

Predictability pay is calculated at the regular rate and is in addition to the wages for work performed16. The Office of Wage Standards lists four cases: an increase of more than 15 minutes and a change of date, time or location each pay 1 hour; a cut of 15 minutes or more, and an on-call shift the employer does not call in, pay half the regular rate for the hours not worked17.

When you need more hours

Before hiring or using a contractor, temporary service or staffing agency, the employer offers the work to qualified current employees, unless the hours would mean overtime under Labor Code § 51018. The offer goes out at least 72 hours before hiring, and employees have 48 hours to accept in writing18.

When someone calls in sick

An employer may not require an employee to find cover for a shift they cannot work for reasons protected by law19.

Under the city's Minimum Wage Ordinance, an employee may take up to 48 hours of paid sick leave a year, and accrued, unused leave may be capped at 72 hours20. The employer front-loads 48 hours or accrues one hour per 30 hours worked, and use starts on the 90th day of employment21.

State law also applies: an employer must allow use of at least five days or 40 hours a year, whichever is more22, and may cap accrual at 10 days or 80 hours, whichever is more23. Where both apply, the Labor Commissioner says the employer provides “the provision or benefit that is most generous to the employee”24.

In payroll

The city's minimum wage is $18.42 an hour from July 1, 2026, set each July 1 from the Los Angeles area CPI-W39. Hotel workers have their own citywide rate25.

State minimum wages for some industries can be higher: fast food workers covered by the state law “must be paid at least $20.00 per hour”26, and certain health care workers have their own rates27. When requirements conflict, the Labor Commissioner says the employer follows “the stricter standard”28.

California's daily overtime also applies: past 8 hours in a workday at 1.5 times the regular rate, and past 12 at twice the regular rate29.

Watch for

  • No predictability pay when the employee initiates the change, accepts hours to cover an absent co-worker after being told it is voluntary, accepts additional hours offered under § 185.05, has hours cut for breaking a law or a lawful policy, when operations are compromised by law or force majeure, or when the extra hours are overtime under § 51030.
  • Who counts toward 300. The Office of Wage Standards counts every employee who works for pay: full-time, part-time, temporary and seasonal, at every location in or outside the city, exempt staff and corporate offices included31. The ordinance adds employees through a staffing agency, a retail subsidiary's and a large franchisee's2.
  • Corporate offices. An employee whose primary work supports the corporate office's administrative functions is not covered32.
  • On-call shifts. An on-call shift is one where the employee must check in, or wait to be contacted, less than 24 hours before it starts33.
When a store is outside the city limitsLos Angeles County Fair Workweek OrdinanceIn unincorporated Los Angeles County, retail employers with 300 or more employees post schedules 14 days ahead and owe predictability pay.See the ruleWhen a shift runs past 8 hoursCalifornia 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 ruleWhen you are not sure which law covers a storeLA 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 does California add in Los Angeles?

State law applies in the city as everywhere in California. Daily overtime starts after 8 hours in a workday, and double time after 12 hours29.

California daily overtime: 8 hours, 12 hours and the seventh day29

The state minimum wage goes to $17.40 on January 1, 2027; where a city's rate is higher, employees are paid the city's1011. State paid sick leave covers an employee who works in California for the same employer for 30 or more days within a year34.

California labor laws: what changes the schedule and the pay

What does an employer have to be able to show?

The Office of Wage Standards lists the records to keep for at least 3 years35:

  • Work schedules35.
  • Copies of written offers of additional hours and the responses35.
  • Written correspondence about schedule changes35.
  • Good faith estimates of work schedules35.

The City may also charge a penalty of up to $50 for each day predictability pay is unlawfully withheld36.

What does the ordinance leave open?

A contractor that employs its own staff at a covered store. A worker is presumed to be an employee, and the retail employer must show otherwise5. The Office of Wage Standards' example is a janitor placed at a store by a temporary staffing agency, presumed a covered employee37. Neither text addresses a security or janitorial company that is itself the employer of the staff it sends. Confirm that case with your counsel.

What does the ordinance say exactly?

A. An Employer shall provide an Employee with written notice of the Employees’ Work Schedule at least 14 calendar days before the start of the work period by any one of the following: 1. Post the Work Schedule in a conspicuous and accessible location where Employee notices are customarily posted and visible to all Employees; or 2. Transmit the Work Schedule by electronic means or another manner reasonably calculated to provide actual notice to each Employee.
L.A. Mun. Code § 185.04(A) · official text · source 1
L.A. Mun. Code § 185.06(A) predictability pay
A. An Employer shall provide the following Predictability Pay: 1. When an Employee has agreed to a change in their Work Schedule pursuant to Section 185.04 B., an Employer shall compensate the Employee with one additional hour of pay at the Employee’s regular rate for each change to a scheduled date, time or location that: (a) does not result in a loss of time to the Employee; or (b) does result in additional work time that exceeds 15 minutes. 2. An Employer shall compensate an Employee at one-half of the Employee’s regular rate of pay for the time the Employee does not work if the Employer reduces the Employees work time listed in the Work Schedule by at least 15 minutes.
L.A. Mun. Code § 185.06(A) · official text · source 6
L.A. Mun. Code § 185.06(B) when it is not owed
B. Predictability Pay shall not be required if: 1. An Employee initiates the requested Work Schedule change. 2. An Employee accepts a schedule change initiated by an Employer due to an absence of another scheduled Employee. The Employer must communicate to the Employee that acceptance of the hours is voluntary and the Employee has a right to decline. 3. An Employee accepts additional hours pursuant to Section 185.05. 4. An Employee’s hours are reduced due to the Employee’s violation of any existing law or of the Employer’s lawful policies and procedures. 5. The Employer’s operations are compromised pursuant to law or force majeure. 6. Extra hours worked require the payment of an overtime premium under California Labor Code Section 510.
L.A. Mun. Code § 185.06(B) · official text · source 30
L.A. Mun. Code § 185.08 rest between shifts
An Employer shall not schedule an Employee to work a Shift that starts less than ten hours from the Employee’s last Shift without the Employee’s written consent. An Employer shall pay an Employee a premium of time and a half for each Shift not separated by at least ten hours.
L.A. Mun. Code § 185.08 · official text · source 7
L.A. Mun. Code § 185.05 offering hours before hiring
A. Before hiring a new Employee or using a contractor, temporary service or staffing agency to perform work, an Employer shall first offer the work to current Employees if: 1. one or more of the current Employees is qualified to do the work as reasonably determined by the Employer; and 2. the additional work hours would not result in the payment of a premium rate under California Labor Code Section 510. […] C. An Employer shall make the offer for additional work hours contemplated by this section to current Employees at least 72-hours prior to hiring any new Employee, using a contractor, temporary service or staffing agency. Upon receipt of the offer, an Employee shall have 48-hours to accept the offer of additional hours in writing.
L.A. Mun. Code § 185.05(A), (C) · official text · source 18
L.A. Mun. Code § 185.04(B) changes to the schedule
1. An Employer shall provide written notice to an Employee of any Employer initiated changes to the Work Schedule that occur after the advance notice required under Section 185.04 A. 2. An Employee has a right to decline any hours, Shifts or work location changes not included in the Work Schedule. If an Employee voluntarily consents to work hours or Shift changes not included in the Work Schedule, the consent must be in writing.
L.A. Mun. Code § 185.04(B) · official text · source 15
L.A. Mun. Code § 185.01(D) who is a covered employer
D. “Employer” means any Person who: 1. Is identified as a retail business in the North American Industry Classification System (NAICS) within the retail trade categories and subcategories 44 through 45; and 2. Directly, indirectly or through an agent or any other Person, including through the services of a temporary service or staffing agency, exercises control over the wages, hours, or working conditions of any Employee; and 3. Has 300 employees globally. For purposes of determining the number of employees of an Employer, the following shall be included: (a) Any employee over whom the Employer directly, or through an agent or any other Person, including through the services of a temporary service or staffing agency, exercises control over the wages, hours, or working conditions. (b) Any employee of an Employer’s subsidiary provided that the subsidiary is identified as a retail business pursuant to Section 185.01 D.1. (c) Any employee of any Person operating a business pursuant to a Franchise, provided that the franchisee’s business is over 15,000 square feet and identified as a retail business pursuant to Section 185.01 D.1.
L.A. Mun. Code § 185.01(D) · official text · source 2
L.A. Mun. Code § 185.02 the good faith estimate
A. Before hiring an Employee, an Employer shall provide each new Employee a written good faith estimate of the Employee’s Work Schedule. […] C. An Employer shall provide a written good faith estimate of an Employee’s Work Schedule within ten days of an Employee’s request. […] However, if an Employee’s actual work hours substantially deviate from the good faith estimate, an Employer must have a documented, legitimate business reason, unknown at the time the good faith Work Schedule estimate was provided to the Employee, to substantiate the deviation.
L.A. Mun. Code § 185.02(A), (C), (D) · official text · source 12
Office of Wage Standards, predictability pay schedule the four cases
Predictability Pay Schedule Employer-initiated Change Predictability Pay Increase in hours that exceeds 15 minutes One (1) hour at the Employee’s regular rate of pay Change to the date, time, or location One (1) hour at the Employee’s regular rate of pay for each change Reduction of hours by at least 15 minutes Hours not worked at one-half the Employee’s regular rate of pay On-call shift, when the employer does not call the employee to perform work Hours not worked at one-half the Employee’s regular rate of pay Offer additional work hours
Office of Wage Standards, Fair Work Week Information (Predictability Pay Schedule) · official text · source 17
Office of Wage Standards, MWO FAQ paid sick leave
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
L.A. Mun. Code § 187.04 (Minimum Wage Ordinance), Office of Wage Standards FAQ · official text · source 20

How does a system hold the hour and rest rules?

In Los Angeles, state hour limits and the city's rest-between-shifts rule land on the same schedule and the same timecard. This is how WorkAxle holds them:

  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?

  • Count your employees globally the way the Office of Wage Standards does: every location, exempt staff and corporate offices included31.
  • Check when last month's schedules went out against the 14 calendar days in § 185.041.
  • Pull every change made inside those 14 days and mark which ones carried predictability pay117.
  • Find any opening shift that started less than ten hours after the previous day's closing shift, and the written consent for it714.
  • Check that each store posts this year's notice of employee rights, in the languages § 185.11 lists, from English and Spanish to Farsi, and any other language spoken by at least 5 percent of the employees there38.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the Los Angeles Office of Wage Standards, the California Labor Commissioner's Office or a qualified advisor.

Frequently asked questions

Who is covered by the Los Angeles Fair Work Week Ordinance?

Retail businesses in NAICS retail categories 44 and 45 with 300 or more employees globally42, for each employee who works at least two hours a week in the City of Los Angeles and is entitled to the California minimum wage5.

How far in advance must schedules be posted in Los Angeles?

At least 14 calendar days before the work period, posted where employee notices are posted or sent electronically1.

What is predictability pay in Los Angeles?

Pay for employer changes made after the schedule is out: 1 extra hour at the regular rate for a changed date, time or location that adds more than 15 minutes or loses no time, and half the regular rate for hours cut by 15 minutes or more6. It is in addition to wages for work performed16.

Is there a clopening rule in Los Angeles?

Yes. A shift that starts less than ten hours after the employee's last shift needs the employee's written consent, and each such shift is paid at time and a half7. The Office of Wage Standards applies it to a closing shift followed by an opening shift the next workday, not to split shifts, and hours paid an overtime premium carry no second premium14.

Do Los Angeles retailers have to offer extra hours to current employees?

Yes, before hiring or using a contractor, temporary service or staffing agency, unless the hours would mean overtime under Labor Code § 51018. The offer goes out at least 72 hours before hiring, and employees have 48 hours to accept in writing18.

What is the minimum wage in Los Angeles?

$18.42 an hour from July 1, 2026, adjusted each July 1 from the Los Angeles area CPI-W39. Hotel workers have their own citywide rate25, and state rates for fast food and certain health care workers can be higher2726.

How much paid sick leave does Los Angeles require?

Up to 48 hours a year of use, with accrued, unused leave capped at no less than 72 hours20. State law also requires use of at least five days or 40 hours a year, whichever is more22, and lets an employer cap accrual at 10 days or 80 hours, whichever is more23; the most generous provision applies24.

How long must Los Angeles retailers keep Fair Work Week records?

At least 3 years, including schedules, written offers of hours and responses, correspondence about schedule changes and good faith estimates35.

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

Sources

  1. L.A. Mun. Code § 185.04(A). “A. An Employer shall provide an Employee with written notice of the Employees’ Work Schedule at least 14 calendar days before the start of the work period by any one of the following: 1. Post the Work Schedule in a conspicuous and accessible location where Employee notices are customarily posted and visible to all Employees; or 2. Transmit the Work Schedule by electronic means or another manner reasonably calculated to provide actual notice to each Employee.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  2. L.A. Mun. Code § 185.01(D). “D. “Employer” means any Person who: 1. Is identified as a retail business in the North American Industry Classification System (NAICS) within the retail trade categories and subcategories 44 through 45; and 2. Directly, indirectly or through an agent or any other Person, including through the services of a temporary service or staffing agency, exercises control over the wages, hours, or working conditions of any Employee; and 3. Has 300 employees globally. For purposes of determining the number of employees of an Employer, the following shall be included: (a) Any employee over whom the Employer directly, or through an agent or any other Person, including through the services of a temporary service or staffing agency, exercises control over the wages, hours, or working conditions. (b) Any employee of an Employer’s subsidiary provided that the subsidiary is identified as a retail business pursuant to Section 185.01 D.1. (c) Any employee of any Person operating a business pursuant to a Franchise, provided that the franchisee’s business is over 15,000 square feet and identified as a retail business pursuant to Section 185.01 D.1.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  3. 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
  4. 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
  5. L.A. Mun. Code § 185.01(C). “C. “Employee” means any individual who: 1. In a particular work week performs at least two hours of work within the geographic boundaries of the City for an Employer; and 2. Qualifies as an employee entitled to payment of a minimum wage from any Employer under the California minimum wage law as provided under Section 1197 of the California Labor Code and wage orders published by the California Industrial Welfare Commission. For purposes of this article, a worker is presumed to be an Employee of an Employer, and an Employer has the burden to demonstrate that a worker is a bona fide independent contractor and not an Employee.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  6. L.A. Mun. Code § 185.06(A). “A. An Employer shall provide the following Predictability Pay: 1. When an Employee has agreed to a change in their Work Schedule pursuant to Section 185.04 B., an Employer shall compensate the Employee with one additional hour of pay at the Employee’s regular rate for each change to a scheduled date, time or location that: (a) does not result in a loss of time to the Employee; or (b) does result in additional work time that exceeds 15 minutes. 2. An Employer shall compensate an Employee at one-half of the Employee’s regular rate of pay for the time the Employee does not work if the Employer reduces the Employees work time listed in the Work Schedule by at least 15 minutes.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361272 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  7. L.A. Mun. Code § 185.08. “An Employer shall not schedule an Employee to work a Shift that starts less than ten hours from the Employee’s last Shift without the Employee’s written consent. An Employer shall pay an Employee a premium of time and a half for each Shift not separated by at least ten hours.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361272 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  8. Office of Wage Standards, Fair Work Week Information. “The Ordinance will go into effect on April 1, 2023 with an initial grace period of 180 days focused on employer education and outreach. Full enforcement of the FWWO, including fines and penalties, will begin on September 28, 2023.”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  9. Office of Wage Standards, Minimum Wage. “The new Minimum Wage Rate - effective July 1st of each year - is based on the Consumer Price Index (CPI) for Urban Wage Earners and Clerical Workers (CPI-W) for the Los Angeles metropolitan area, which is published by the Bureau of Labor Statistics.”https://wagesla.lacity.gov/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  10. 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
  11. 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
  12. L.A. Mun. Code § 185.02(A), (C), (D). “A. Before hiring an Employee, an Employer shall provide each new Employee a written good faith estimate of the Employee’s Work Schedule. […] C. An Employer shall provide a written good faith estimate of an Employee’s Work Schedule within ten days of an Employee’s request. […] However, if an Employee’s actual work hours substantially deviate from the good faith estimate, an Employer must have a documented, legitimate business reason, unknown at the time the good faith Work Schedule estimate was provided to the Employee, to substantiate the deviation.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  13. L.A. Mun. Code § 185.03. “An Employee has a right to request a preference for certain hours, times, or locations of work. An Employer may accept or decline the request, provided that the Employer notify the Employee, in writing, of the reason for any denial.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  14. Office of Wage Standards, FWWO Rules and Regulations (May 8, 2025), Regulation #6. “This is when Employees are scheduled to work a closing Shift on one workday followed by an opening Shift the next workday. […] For any hours of a Shift that result in an overtime premium under California Labor Code Section 510, the Employer does not also need to provide premium pay. Premium pay applies to the entire Shift and not partial Shifts, except for any hours an overtime premium supersedes premium pay. […] A split shift, which refers to certain shifts that occur on the same workday is not qualified for the rest break premium under the FWWO.”https://wagesla.lacity.gov/sites/g/files/wph1941/files/2025-05/FWWO-RulesandRegulations-2025-05-08.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  15. L.A. Mun. Code § 185.04(B). “1. An Employer shall provide written notice to an Employee of any Employer initiated changes to the Work Schedule that occur after the advance notice required under Section 185.04 A. 2. An Employee has a right to decline any hours, Shifts or work location changes not included in the Work Schedule. If an Employee voluntarily consents to work hours or Shift changes not included in the Work Schedule, the consent must be in writing.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  16. L.A. Mun. Code § 185.01(H). “H. “Predictability Pay” means the compensation paid to an Employee for changes made by an Employer to an Employee’s Work Schedule as described in Section 185.06. Predictability Pay shall be calculated on an hourly basis at the Employee’s regular rate of pay. This compensation is in addition to any wages earned for work performed by that Employee.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  17. Office of Wage Standards, Fair Work Week Information (Predictability Pay Schedule). “Predictability Pay Schedule Employer-initiated Change Predictability Pay Increase in hours that exceeds 15 minutes One (1) hour at the Employee’s regular rate of pay Change to the date, time, or location One (1) hour at the Employee’s regular rate of pay for each change Reduction of hours by at least 15 minutes Hours not worked at one-half the Employee’s regular rate of pay On-call shift, when the employer does not call the employee to perform work Hours not worked at one-half the Employee’s regular rate of pay Offer additional work hours”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  18. L.A. Mun. Code § 185.05(A), (C). “A. Before hiring a new Employee or using a contractor, temporary service or staffing agency to perform work, an Employer shall first offer the work to current Employees if: 1. one or more of the current Employees is qualified to do the work as reasonably determined by the Employer; and 2. the additional work hours would not result in the payment of a premium rate under California Labor Code Section 510. […] C. An Employer shall make the offer for additional work hours contemplated by this section to current Employees at least 72-hours prior to hiring any new Employee, using a contractor, temporary service or staffing agency. Upon receipt of the offer, an Employee shall have 48-hours to accept the offer of additional hours in writing.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361272 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  19. L.A. Mun. Code § 185.07. “An Employer may not require an Employee to find coverage for a Shift or partial Shift if the Employee is unable to work for reasons protected by law.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361272 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  20. 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
  21. L.A. Mun. Code § 187.04, Office of Wage Standards MWO FAQ, questions 24 and 28. “An Employer may provide paid sick leave either: (1) By providing the entire 48 hours to an Employee at the beginning of each year of employment, calendar year, or 12-month period (front-loading method); or (2) By providing the Employee one hour of sick leave per every 30 hours worked (accrual method). […] may use paid sick leave beginning on the 90th day of employment or July 1, 2016, whichever is later.”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
  22. 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
  23. 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
  24. 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
  25. 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
  26. 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
  27. 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
  28. 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
  29. 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
  30. L.A. Mun. Code § 185.06(B). “B. Predictability Pay shall not be required if: 1. An Employee initiates the requested Work Schedule change. 2. An Employee accepts a schedule change initiated by an Employer due to an absence of another scheduled Employee. The Employer must communicate to the Employee that acceptance of the hours is voluntary and the Employee has a right to decline. 3. An Employee accepts additional hours pursuant to Section 185.05. 4. An Employee’s hours are reduced due to the Employee’s violation of any existing law or of the Employer’s lawful policies and procedures. 5. The Employer’s operations are compromised pursuant to law or force majeure. 6. Extra hours worked require the payment of an overtime premium under California Labor Code Section 510.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361272 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  31. Office of Wage Standards, Fair Work Week FAQs (March 4, 2025), question 20. “The calculation for the number of employees includes all employees that perform work for compensation for an Employer. This includes but is not limited to: ● Employees on a full-time, part-time, temporary, or seasonal basis; ● Employees at all Employer locations regardless if located inside or outside the geographic boundaries of the City of Los Angeles; ● Employees of an Employer’s Subsidiary that identifies as a retail business; ● Employees of an Employer who operates a Franchise that identifies as a retail business and whose business size is over 15,000 square feet; ● Executive, administrative, and professional employees exempted from overtime requirements and minimum wage coverage under federal and state law; California Industrial Welfare orders, and local ordinances; and ● Employees who work at a non-retail location such as a corporate office or headquarters.”https://wagesla.lacity.gov/sites/g/files/wph1941/files/2025-05/Fair%20Work%20Week%20FAQs%20250304.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  32. Office of Wage Standards, Fair Work Week FAQs (March 4, 2025), question 11. “No. If the primary work of the employee is to support administrative functions related to the corporate office, then the Ordinance would not apply to that employee.”https://wagesla.lacity.gov/sites/g/files/wph1941/files/2025-05/Fair%20Work%20Week%20FAQs%20250304.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  33. L.A. Mun. Code § 185.01(F). “F. “On-Call Shift” means any Shift for which an Employee must, less than 24 hours in advance of the start of the Shift, either contact the Employer or Employer’s designee, or wait to be contacted by the Employer or Employer’s designee, for the purpose of determining whether the Employee must report to work.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361300 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  34. 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
  35. Office of Wage Standards, Fair Work Week Information. “Retain documentation of the following types of records for at least three (3) years: Work Schedules, Copies of written offers and responses for additional work hours, Written correspondence about Work Schedule changes, Good faith estimates of Work Schedules, and Any other records that may be required to comply with the FWWO.”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  36. Office of Wage Standards, Fair Work Week Information. “Employers may also be liable to the City for a penalty of up to $50 per day that Predictability Pay is unlawfully withheld and additional administrative fines for other violations of the FWWO.”https://wagesla.lacity.gov/fair-work-week-information · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  37. Office of Wage Standards, FWWO Rules and Regulations (May 8, 2025), Regulation #1, Example 2. “A janitor works 20 hours a week at a covered retail store located in the City of Los Angeles. The janitor was placed at the store by a temporary staffing agency. Unless the retail store can provide evidence that the janitor is a bona fide independent contractor, the janitor is presumed to be a covered Employee, and is covered by the FWWO for the hours they work at the retail store. The retail store must provide them with the same rights as other covered Employees working at the store.”https://wagesla.lacity.gov/sites/g/files/wph1941/files/2025-05/FWWO-RulesandRegulations-2025-05-08.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  38. L.A. Mun. Code § 185.11. “Every Employer shall post the notice published each year by the DAA, pursuant to Section 188.03 A., informing Employees of their rights under this article. Every Employer shall post notices in English, Spanish, Chinese (Cantonese and Mandarin), Hindi, Vietnamese, Tagalog, Korean, Japanese, Thai, Armenian, Russian and Farsi, and any other language spoken by at least 5 percent of the Employees at the workplace or job site.”https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-361272 · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026

What changed on this page

  • Page created. Verified against the Los Angeles Municipal Code (the City's code publisher), the Office of Wage Standards and the California Labor Code.

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