Many cities & counties in CA will see minimum wage updates soon, and a few will implement industry-specific minimum wage increases. Employers must pay these new wages for hours worked on or after July 1, 2025.
Effective July 1, 2025, these localities will increase their minimum wages for all industries as follows:
- Alameda: $17.46 per hour;
- Berkeley: $19.18 per hour;
- Emeryville: $19.90 per hour;
- Fremont: $17.75 per hour;
- Los Angeles City: $17.87 per hour;
- Los Angeles County (unincorporated areas): $17.81 per hour;
- Milpitas: $18.20 per hour;
- Pasadena: $18.04 per hour;
- San Francisco: $19.18 per hour; and
- Santa Monica: $17.81 per hour.
Also effective July 1, 2025, the following cities will enact industry specific minimum wage increases:
- Los Angeles City: For hotel employees, an increase to $22.50/hour (for hotels with 60 or more rooms); For airport employees with health benefits, an increase to $22.50/hour; For airport employees without health benefits, an increase to $30.15/hour. (See ordinance PDF)
- Santa Monica: For Hotel employees and employees of businesses operating on hotel property, an increase to $22.50 per hour.
- West Hollywood: For hotel employees, an increase to $20.22 per hour.
California employers should adjust their wages to reflect their location. Employers with remote and hybrid employees may need to adjust wages according to the city or county they work in. To remain in compliance, employers must update their minimum wages according to these local increases by July 1, 2025.
*Note: Eligibility rules may vary based on different locations.
Remember to update your Labor Law Posters!
Many of these local wage increases require corresponding postings. Disseminating information about wage requirements to employees is vital, but staying on top of it can be a headache.
California Payroll offers poster services to make workplace posting updates simple all year round. Visit California Payrolls Poster Compliance Services to learn more, and call today to speak to a specialist.
This content is provided for general informational purposes as a courtesy and should not be interpreted, taken or construed as guidance or legal advice. California Payroll is not engaged in the practice of law or providing accounting, tax or legal advice. Employers and organizations are encouraged to consult with legal counsel, CPA, financial advisor, and/or a tax advisor to address any specific concerns, risks, or requirements relevant to their jurisdiction and circumstances.
