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In unincorporated Los Angeles County, large retailers post schedules 14 days ahead. Consent to a change has to be on record before it.

What does the Los Angeles County Fair Workweek Ordinance require in unincorporated areas, and what does the county add to California law?

Verified on November 12, 2026 against the Los Angeles County Code, the Department of Consumer and Business Affairs and the California Labor Code·What changed on this page

14days

ahead, before the work period starts, in the Primary Languages1

300

employees or more globally, for a retail employer, and the ordinance applies2

$18.47

an hour, the county minimum wage in unincorporated areas since July 1, 202634

What does the Los Angeles County Fair Workweek Ordinance require?

The Los Angeles County Fair Workweek Ordinance applies in unincorporated areas of the county, to retail employers with 300 or more employees globally25. It covers employees who work at least two hours a week there in work that supports retail operations, a retail store or warehouse among them6.

Schedules go out at least 14 days before the work period1. Consent to a later change is documented in advance, and general or ongoing consent is not enough7. Changes cost predictability pay: 1 hour at the regular rate, or half the regular rate for hours not worked8.

The county minimum wage in unincorporated areas is $18.47 an hour34.

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

Which dates matter in unincorporated Los Angeles County?

  1. The Fair Workweek Ordinance takes effect

    County Code ch. 8.102 applies from this day9.

  2. County minimum wage: $18.47

    For work in unincorporated areas; each year on January 1 the CEO sets the rate that takes effect on July 134.

  3. State minimum wage: $17.40

    The county's $18.47 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 unincorporated Los Angeles County?

When you hire

Before hiring, the employer gives the prospective employee a written good faith estimate of the work schedule, in the Primary Languages, and gives a current employee one within ten days of a request12. If actual hours, days, location or shifts substantially deviate from it, the employer needs a documented, legitimate business reason that was unknown at the time12.

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 goes out in the Primary Languages at least 14 days before the work period1.

A shift that starts less than ten hours after the employee's last shift needs written consent. The ordinance pays “a premium of time and a half for each hour of the second Shift not separated by at least ten (10) hours”14. The Department's required posting reads it as time and a half “for each hour of the second shift”15.

When the schedule changes

The employee may decline hours, shifts or location changes not in the schedule. If they agree, the consent is documented, obtained before the change; general or ongoing consent is not enough7.

For a consented change of date, time or location that loses no time or adds more than 15 minutes, the employer pays 1 extra hour at the regular rate8.

Half the regular rate for the hours not worked is owed when, after the notice period, the employer subtracts hours, moves a start or end time with a loss of more than 15 minutes, changes the date of a shift, cancels a shift, or does not call in an employee on an on-call shift8.

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 § 51016. The offer goes out at least 72 hours before hiring, and employees have 48 hours to accept in writing16.

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 law17.

State paid sick leave applies to an employee who works for the same employer for 30 or more days within a year18. The employer must allow use of at least five days or 40 hours, whichever is more, and may cap accrual at 10 days or 80 hours, whichever is more1920.

In payroll

The county minimum wage is $18.47 an hour from July 1, 2026, for employees who work at least two hours a week in unincorporated areas34.

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”21, and certain health care workers have their own rates22. When requirements conflict, the Labor Commissioner says the employer follows “the stricter standard”23.

Predictability pay is calculated at the regular rate and is in addition to wages for work performed8. 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 rate24.

Watch for

  • Which address. The ordinance applies in unincorporated areas only. The Department of Consumer and Business Affairs points employers to the County Registrar-Recorder's website to check where work is performed25.
  • No predictability pay when the employee initiates the change, accepts hours to cover an absent co-worker after being told it is voluntary and with the request documented, accepts additional hours offered under § 8.102.070, or has hours cut for breaking a law or a lawful policy, among the exceptions in § 8.102.080(B)26.
  • 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 starts27.
  • No waiver. “Any waiver by a Retail Employee of rights under this Chapter is void as contrary to public policy”28.
When a store is inside the City of Los AngelesLos Angeles Fair Work Week OrdinanceLos Angeles retail employers with 300 or more employees globally post schedules 14 days ahead and owe predictability pay for later changes.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 County?

State law applies in unincorporated areas as everywhere in California. Daily overtime starts after 8 hours in a workday, and double time after 12 hours24.

California daily overtime: 8 hours, 12 hours and the seventh day24

The state minimum wage goes to $17.40 on January 1, 2027; where a local rate is higher, employees are paid the local wage1011.

California labor laws: what changes the schedule and the pay

What does an employer have to be able to show?

Records required by the ordinance are kept for current and former employees, in a printable electronic format, for 3 years29:

  • Work schedules, written offers of additional hours and the responses29.
  • Correspondence about schedule changes, and the good faith estimates29.
  • Payroll records with the hours worked, the predictability pay and the rest-between-shifts premium paid each pay period29.

If an employee claims compensation under the ordinance and the employer did not keep those records, there is a rebuttable presumption that the employer violated it30.

What does the ordinance leave open?

A warehouse or contractor's site that supports retail. The ordinance covers employees whose primary work location and duties support retail operations, “including, but not limited to, a retail store or warehouse”6. Whether a given site or role supports retail operations is not defined further. Confirm it with your counsel.

The rest-between-shifts premium and overtime on the same hours. § 8.102.100 pays a premium of time and a half on the second shift14, and § 510 pays its own premium past 8 hours in a day24. Neither the ordinance nor the Department's posting says how the two combine. Confirm it with your counsel.

What does the ordinance say exactly?

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
L.A. County Code § 8.102.060(A) · official text · source 1
L.A. County Code § 8.102.080(A) predictability pay
A Retail Employer must compensate the consenting Retail Employee with one additional hour of pay at the Retail Employee's regular rate for each change in their Work Schedule made pursuant to Section 8.102.060.B to a scheduled date, time, or location that: a. Results in no loss of time to the Retail Employee; or b. Results in additional work time that exceeds fifteen (15) minutes. […] A Retail Employer must compensate a Retail Employee at one-half (1/2) of the Retail Employee's regular rate of pay for the time the Retail Employee does […] not work for the following reasons if occurring after the advanced notice required in Section 8.102.060.A: a. Subtracting hours from a Shift before or after the Retail Employee reports for duty; b. Changing the start or end time of a Shift resulting in a loss of more than fifteen (15) minutes; c. Changing the date of a Shift; d. Cancelling a Shift; or e. Scheduling the Retail Employee for an On-Call Shift for which the Retail Employee is not called in.
L.A. County Code § 8.102.080(A) · official text · source 8
L.A. County Code § 8.102.060(C) consent to changes
A Retail Employee has a right to decline any hours, Shifts, or work location changes not included in the Work Schedule. 1. If a Retail Employee agrees to changes to the Work Schedule, the Retail Employee's consent must be documented. 2. The record of the Retail Employee's consent must show that the Retail Employer obtained it in advance of the change. General or ongoing consent is insufficient to meet this requirement.
L.A. County Code § 8.102.060(C) · official text · source 7
L.A. County Code § 8.102.100 rest between shifts
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.
L.A. County Code § 8.102.100 · official text · source 14
L.A. County Code § 8.102.070 offering hours before hiring
Before hiring a new Retail Employee or using a contractor, temporary service, or staffing agency to perform work, a Retail Employer must first offer the work to current Retail Employees if: 1. One or more of the current Retail Employees is qualified to do the work as reasonably determined by the Retail Employer; and 2. The additional work hours would not result in the payment of a premium rate under California Labor Code section 510. […] A Retail Employer must make the offer for additional work hours contemplated by this Section to current Retail Employees at least seventy-two (72) hours prior to hiring any new Retail Employee, using a contractor, temporary service, or staffing agency. Upon receipt of the offer, a Retail Employee must have forty-eight (48) hours to accept the offer of additional hours in writing.
L.A. County Code § 8.102.070(A), (C) · official text · source 16
L.A. County Code § 8.102.030(O) who is a retail employer
"Retail 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; or any business, including non-profit organizations, whose revenues are generated primarily from the sale to end users of tangible products that are primarily for personal, household, or family purposes, including, but not limited to, appliances, clothing, electronics, groceries, and household items; […] Employs three hundred (300) or more employees globally.
L.A. County Code § 8.102.030(O) · official text · source 2
L.A. County Code § 8.102.030(N) who is a retail employee
"Retail Employee" means any individual who: 1. In a particular Workweek performs at least two (2) hours of work within the Unincorporated Areas of the County for a Retail Employer; 2. Qualifies as an employee entitled to payment of a minimum wage from any Retail Employer under the California minimum wage law as provided under California Labor Code section 1197 and wage orders published by the California Industrial Welfare Commission; and 3. Is assigned a primary work location and duties that support retail operations, including, but not limited to, a retail store or warehouse.
L.A. County Code § 8.102.030(N) · official text · source 6
L.A. County Code § 8.102.130(A) records
A Retail Employer must retain all records required by this Chapter, for both current and former Retail Employees, in a printable electronic format, for a period of three (3) years. These records include: 1. Work Schedules for all Retail Employees; 2. Copies of written offers to Retail Employees for additional work hours and written responses from Retail Employees; 3. Written correspondence between the Retail Employer and Retail Employee regarding Work Schedule changes, including, but not limited to, requests, […] approvals, and denials, and requests not to post or transmit Work Schedules to other employees; 4. Good Faith Estimate of Work Schedules provided to new and existing Retail Employees; and […] Payroll records pertaining to each Retail Employee that document the name, address, occupation, dates of employment, rate or rates of pay, amount paid each pay period, the hours worked for each Retail Employee, the amount of Predictability Pay paid each pay period, the amount of premium pay paid each pay period for Shifts scheduled to close together pursuant to Section 8.102.100, and the formula by which each Retail Employee's wages are calculated.
L.A. County Code § 8.102.130(A) · official text · source 29

How does a system hold the hour and rest rules?

In unincorporated Los Angeles County, state hour limits and the county'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?

  • Check each site's address with the County Registrar-Recorder's tool, as the Department of Consumer and Business Affairs suggests25.
  • Look at how consent to last month's late changes was recorded, and whether it came before each change7.
  • Find any shift that started less than ten hours after the employee's last one, the written consent for it and the premium paid1415.
  • Confirm your schedules and offers of hours are kept in a printable electronic format for 3 years29.

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

Frequently asked questions

Does the LA County Fair Workweek Ordinance apply in the City of Los Angeles?

No. The county ordinance applies in unincorporated areas of Los Angeles County56. The City of Los Angeles has its own Fair Work Week Ordinance31.

Who is covered by the LA County Fair Workweek Ordinance?

Retail employers with 300 or more employees globally2, for employees who work at least two hours a week in unincorporated areas in work that supports retail operations, such as a retail store or warehouse6.

How much notice of the schedule does LA County require?

At least 14 days before the start of the work period, in the Primary Languages1.

What is predictability pay in LA County?

1 extra hour at the regular rate for a consented change of date, time or location that loses no time or adds more than 15 minutes, and half the regular rate for hours not worked when the employer subtracts hours, cancels or moves a shift, or does not call in an on-call shift8.

Does LA County have a rest-between-shifts rule?

Yes. A shift that starts less than ten hours after the last needs written consent and a premium of time and a half for each hour of the second shift not separated by at least ten hours14. The Department's required posting says time and a half “for each hour of the second shift”15.

What is the minimum wage in unincorporated Los Angeles County?

$18.47 an hour from July 1, 2026, for employees who work at least two hours a week in unincorporated areas34. State rates for fast food and certain health care workers can be higher2221.

How long must records be kept under the LA County Fair Workweek Ordinance?

3 years, for current and former employees, in a printable electronic format29.

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

Sources

  1. 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, as published by the city or county or its code publisher · Verified on November 12, 2026
  2. L.A. County Code § 8.102.030(O). “"Retail 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; or any business, including non-profit organizations, whose revenues are generated primarily from the sale to end users of tangible products that are primarily for personal, household, or family purposes, including, but not limited to, appliances, clothing, electronics, groceries, and household items; […] Employs three hundred (300) or more employees globally.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  3. 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
  4. L.A. County Code ch. 8.100, DCBA minimum wage poster (July 1, 2026 to June 30, 2027). “This ordinance applies to employees who perform at least two hours of work in a particular week within unincorporated areas of Los Angeles County. […] *Beginning in 2022, and continuing each year thereafter, on January 1 the CEO shall determine the adjusted rates which shall take effect on July 1 of that year.”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
  5. 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
  6. L.A. County Code § 8.102.030(N). “"Retail Employee" means any individual who: 1. In a particular Workweek performs at least two (2) hours of work within the Unincorporated Areas of the County for a Retail Employer; 2. Qualifies as an employee entitled to payment of a minimum wage from any Retail Employer under the California minimum wage law as provided under California Labor Code section 1197 and wage orders published by the California Industrial Welfare Commission; and 3. Is assigned a primary work location and duties that support retail operations, including, but not limited to, a retail store or warehouse.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  7. L.A. County Code § 8.102.060(C). “A Retail Employee has a right to decline any hours, Shifts, or work location changes not included in the Work Schedule. 1. If a Retail Employee agrees to changes to the Work Schedule, the Retail Employee's consent must be documented. 2. The record of the Retail Employee's consent must show that the Retail Employer obtained it in advance of the change. General or ongoing consent is insufficient to meet this requirement.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  8. L.A. County Code § 8.102.080(A). “A Retail Employer must compensate the consenting Retail Employee with one additional hour of pay at the Retail Employee's regular rate for each change in their Work Schedule made pursuant to Section 8.102.060.B to a scheduled date, time, or location that: a. Results in no loss of time to the Retail Employee; or b. Results in additional work time that exceeds fifteen (15) minutes. […] A Retail Employer must compensate a Retail Employee at one-half (1/2) of the Retail Employee's regular rate of pay for the time the Retail Employee does […] not work for the following reasons if occurring after the advanced notice required in Section 8.102.060.A: a. Subtracting hours from a Shift before or after the Retail Employee reports for duty; b. Changing the start or end time of a Shift resulting in a loss of more than fifteen (15) minutes; c. Changing the date of a Shift; d. Cancelling a Shift; or e. Scheduling the Retail Employee for an On-Call Shift for which the Retail Employee is not called in.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  9. L.A. County Code § 8.102.300. “This Chapter shall be effective on July 1, 2025.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · 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. County Code § 8.102.040(A), (C), (D). “Before hiring a person for a position that will qualify the person as a Retail Employee, a Retail Employer must provide the prospective Retail Employee a written Good Faith Estimate of Work Schedule in the Primary Languages. […] A Retail Employer must provide a written Good Faith Estimate of Work in the Primary Languages within ten (10) days of a current Retail Employee's request. […] However, if a Retail Employee's actual hours, days, location, or Shifts worked substantially deviate from the Good Faith Estimate of Work Schedule, the Retail Employer must have a documented, legitimate business reason, unknown at the time of providing the Good Faith Estimate of Work Schedule, to substantiate the deviation.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  13. L.A. County Code § 8.102.050. “A Retail Employee has a right to request a preference for certain hours, times, or locations of work. A Retail Employer may accept or decline the request, provided that the Retail Employer notifies the Retail Employee, in writing, of the reason for any […] denial.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  14. 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, as published by the city or county or its code publisher · Verified on November 12, 2026
  15. DCBA, Fair Workweek required workplace posting (June 23, 2025). “Rest Between Shifts: Employers are prohibited from scheduling shifts that start less than ten (10) hours apart unless the employee consents and is paid time and half (1.5) for each hour of the second shift. (LACC § 8.102.100)”https://dcba.lacounty.gov/wp-content/uploads/2025/06/FINAL-DCBA-OLE-Fair-Workweek-Required-Posting-6.23.2025.pdf · Official notice published by the agency · Verified on November 12, 2026
  16. L.A. County Code § 8.102.070(A), (C). “Before hiring a new Retail Employee or using a contractor, temporary service, or staffing agency to perform work, a Retail Employer must first offer the work to current Retail Employees if: 1. One or more of the current Retail Employees is qualified to do the work as reasonably determined by the Retail Employer; and 2. The additional work hours would not result in the payment of a premium rate under California Labor Code section 510. […] A Retail Employer must make the offer for additional work hours contemplated by this Section to current Retail Employees at least seventy-two (72) hours prior to hiring any new Retail Employee, using a contractor, temporary service, or staffing agency. Upon receipt of the offer, a Retail Employee must have forty-eight (48) hours to accept the offer of additional hours in writing.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  17. L.A. County Code § 8.102.090. “A Retail Employer may not require a Retail Employee to find coverage for a Shift or partial Shift if the Retail Employee is unable to work for reasons protected by law.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  18. 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
  19. 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
  20. 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
  21. 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
  22. 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
  23. 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
  24. 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
  25. DCBA, Fair Workweek Ordinance for Employers. “The ordinance applies to retail businesses with 300 or more employees globally and to retail employees who are eligible for minimum wage and work at least two hours per week in unincorporated areas of Los Angeles County. To verify a workplace’s location, enter the address of where work is performed on the County Registrar-Recorder’s website.”https://dcba.lacounty.gov/fairworkweek/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  26. L.A. County Code § 8.102.080(B)(1)-(4). “Predictability Pay is not required if any of the following occur: 1. A Retail Employee initiates the requested Work Schedule change 2. A Retail Employee accepts a schedule change initiated by a Retail Employer due to an absence of another scheduled Retail Employee. The Retail Employer must communicate to the Retail Employee that acceptance of the hours is voluntary and the Retail Employee has a right to decline and must document the specific nature of the request and the Retail Employee’s consent. 3. A Retail Employee accepts additional hours pursuant to Section 8.102.070. 4. A Retail Employee's hours are reduced due to the Retail Employee's violation of any existing law or of the Retail Employer's lawful policies and […] procedures.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  27. L.A. County Code § 8.102.030(I). “"On-Call Shift" means any Shift for which a Retail Employee must, less than twenty-four (24) hours in advance of the start of the Shift, either contact the Retail Employer or Retail Employer's designee, or wait to be contacted by the Retail Employer or Retail Employer's designee, for the purpose of determining whether the Retail Employee must report to work.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  28. L.A. County Code § 8.102.270. “Any waiver by a Retail Employee of rights under this Chapter is void as contrary to public policy.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  29. L.A. County Code § 8.102.130(A). “A Retail Employer must retain all records required by this Chapter, for both current and former Retail Employees, in a printable electronic format, for a period of three (3) years. These records include: 1. Work Schedules for all Retail Employees; 2. Copies of written offers to Retail Employees for additional work hours and written responses from Retail Employees; 3. Written correspondence between the Retail Employer and Retail Employee regarding Work Schedule changes, including, but not limited to, requests, […] approvals, and denials, and requests not to post or transmit Work Schedules to other employees; 4. Good Faith Estimate of Work Schedules provided to new and existing Retail Employees; and […] Payroll records pertaining to each Retail Employee that document the name, address, occupation, dates of employment, rate or rates of pay, amount paid each pay period, the hours worked for each Retail Employee, the amount of Predictability Pay paid each pay period, the amount of premium pay paid each pay period for Shifts scheduled to close together pursuant to Section 8.102.100, and the formula by which each Retail Employee's wages are calculated.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  30. L.A. County Code § 8.102.130(C). “There shall be a rebuttable presumption that a Retail Employer violated this Chapter if an allegation is made concerning a Retail Employee's entitlement to […] compensation due under this Chapter and a Retail Employer does not maintain or retain records required by Subsection A of Section 8.102.130, or if a Retail Employer does not allow the DCBA reasonable access to such records.”https://dcba.lacounty.gov/wp-content/uploads/2025/06/LA-County-Fair-Workweek-Ordinance-7.2025.pdf · Ordinance text, as published by the city or county or its code publisher · Verified on November 12, 2026
  31. 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

What changed on this page

  • Page created. Verified against the Los Angeles County Code (the ordinance as posted by the Department of Consumer and Business Affairs), the county's minimum wage notice and the California Labor Code.

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