Employment Law in Los Angeles: What Workers Need to Know

Overview

Los Angeles has some of the strongest worker protections in California. In addition to state law, the City of Los Angeles has enacted numerous ordinances protecting employee rights, enforced principally by the City's Office of Wage Standards, within the Bureau of Contract Administration, together with the City Attorney's office.

This guide covers the major local employment laws that apply in Los Angeles, including minimum wage, anti-discrimination provisions, and industry-specific protections.

Los Angeles Minimum Wage

Current Minimum Wage Requirements

Los Angeles has a city minimum wage that is higher than California's state minimum wage. The City of Los Angeles Office of Wage Standards adjusts the rate each July 1 based on the Consumer Price Index. Because the rate changes annually, check the current figure with the Office of Wage Standards rather than relying on a number reproduced here.

The Los Angeles Minimum Wage Ordinance applies to employees who work in Los Angeles, regardless of where the employer is located. Even if a company is headquartered outside LA, if work is performed in LA, the LA minimum wage applies.

Exempt and Non-Exempt Employees

The minimum wage applies to non-exempt employees. Exempt employees (such as certain executives, professionals, and administrative employees) may be subject to different wage rules under California law.

Employers cannot offset the minimum wage with tip credits or other deductions unless specifically permitted by law.

Fair Work Week Ordinance (Retail Only)

Who It Covers, and Who It Does Not

The City of Los Angeles Fair Work Week Ordinance is codified at LAMC Sections 185 and 188 and took effect April 1, 2023, with full enforcement including fines from September 28, 2023.

It applies to retail businesses with 300 or more employees globally, counted across all locations inside and outside the City and including full-time, part-time, temporary and seasonal staff. Two things follow that are commonly gotten wrong:

• Retail only. Food service and hospitality are not covered by the City's ordinance. A restaurant or hotel worker in the City of Los Angeles does not have Fair Work Week scheduling rights under it.
• 300, not 50. The threshold is global headcount at 300, so most employers with a Los Angeles presence are outside it while a national chain with a single city store is inside it.

Los Angeles County has its own, separate Fair Workweek Ordinance covering unincorporated areas, with its own terms. If you work in an unincorporated area rather than the City, that is the instrument to check, not this one.

What It Requires

• Advance notice: a written work schedule at least 14 days ahead.
• Predictability pay: where the employer initiates a schedule change with less than 14 days' notice, additional compensation is owed.
• Rest between shifts: 10 hours between shifts, with premium pay where the employee works without it.
• Offer of hours: additional hours must be offered to existing employees before new staff are hired, and an employee may not be retaliated against for requesting hours.

We do not reproduce the predictability pay and premium rates here; get the current figures from the Office of Wage Standards.

Hotel Worker Protections

Housekeeping and Room Occupancy Limits

The Hotel Worker Protection Ordinance sits at LAMC Chapter XVIII, Article 2 (§ 182 et seq.), and it limits workload by floor area, not by a number of rooms. A room attendant may not be required to clean more than:

• 4,000 square feet in an eight-hour workday at a hotel with at least 45 but fewer than 60 guest rooms; or
• 3,500 square feet at a hotel with 60 or more guest rooms.

Either limit is reduced by 500 square feet for each special-attention or additional-bed room over five. An employer that exceeds the limit must pay twice the regular rate for every hour worked that day, so the cap has a price rather than being absolute. Anyone told the rule is a flat count of sixteen to eighteen rooms has been given an approximation that appears nowhere in the ordinance, and room size varies enough that the two measures diverge sharply.

Workplace Safety and Panic Buttons

LA requires hotels to provide panic buttons or other emergency communication devices to housekeeping and other guest-contact workers. These devices allow workers to call for help in case of assault or other emergencies.

Anti-Discrimination and Sexual Harassment Protections

LA has strong provisions protecting hotel workers from discrimination and harassment, including sexual harassment and assault. Employers must have policies in place and must investigate complaints promptly.

Los Angeles Anti-Discrimination Ordinances

Protected Characteristics

Los Angeles municipal law provides anti-discrimination protections under LAMC Section 49.01 et seq. Protected characteristics include those covered by FEHA, plus additional categories recognized by LA:

• Race, color, ancestry, and national origin
• Sex, gender identity, and sexual orientation
• Age (40 and over)
• Disability
• Religion and creed
• Marital status
• Domestic violence victim status
• Source of income (e.g., Housing Choice Vouchers)
• Request for reasonable accommodation

Enforcement

The Los Angeles Human Rights Commission and the City Attorney's office enforce the ordinance. Employees can file complaints with these agencies or pursue claims in court.

Domestic Violence and Workplace Safety Protections

Time Off for Domestic Violence

LA employees who are victims of domestic violence, sexual assault, or stalking have the right to take unpaid time off to seek medical attention, legal assistance, counseling, or to relocate. Employers cannot retaliate against employees for exercising this right.

Workplace Accommodations

Employers must engage in the interactive process with domestic violence victims to identify reasonable workplace accommodations, such as schedule changes, modified parking arrangements, or security measures.

LA Enforcement Mechanisms

City Attorney and the Office of Wage Standards

There is no Los Angeles Department of Industrial Relations. The Department of Industrial Relations is a state agency, and its Division of Labor Standards Enforcement handles state wage claims. City ordinances are enforced by the Office of Wage Standards and the City Attorney's office. Filing with the wrong body costs time, so the distinction is worth keeping straight. These agencies may investigate complaints, conduct audits, and pursue penalties for violations.

Penalties and Remedies

Violations of LA employment ordinances can result in civil penalties, back wages, damages, and attorney's fees. Penalties are often substantial and can create significant liability for employers.

Private Right of Action

Many LA employment ordinances provide employees with a private right of action, meaning employees can sue employers directly for violations in court. This differs from some regulatory schemes where enforcement is purely administrative.

Working With Los Angeles Agencies

Filing a Complaint

Employees who believe their rights have been violated can file complaints with the LA Human Rights Commission, the City Attorney's office, or the Department of Industrial Relations. These agencies may investigate and attempt to resolve disputes.

Statute of Limitations

The statute of limitations for filing complaints varies depending on the agency and the type of claim, but is generally one to three years from the date of the alleged violation.

Legal Representation

Employees have the right to be represented by an attorney during investigations and proceedings. Many employment law firms handle LA workplace claims.

Conclusion

Los Angeles employment law is complex and extends beyond state law in many respects. Employees in LA should be aware of their rights under both state and local law. Employers operating in LA must comply with local ordinances in addition to California state law.

If you believe your rights have been violated, consult with a qualified employment attorney who understands both California state law and Los Angeles city ordinances.