Labor & Employment Law Blog

• Berkeley: $19.61/hour (up from $19.18/hour)
• Fremont: $18.05/hour (up from $17.75/hour)
• Los Angeles County (unincorporated areas): $18.47/hour (up from $17.81/hour)
• City of Los Angeles: $18.42/hour (up from $17.87/hour)
• City of Malibu: $19.71/hour (up from $17.27/hour)
• Milpitas: $18.50/hour (up from $18.20/hour)
• Pasadena: $18.57/hour (up from $18.04/hour)
• San Francisco: $19.61/hour (up from $19.18/hour)
• Santa Monica: $18.47/hour (up from $17.81/hour)

In addition to the above local minimum wage rates, there are also industry-specific rates at the local level that will take effect on July 1, 2026:

• Hotel workers: For hotel workers at properties with 60 or more guest rooms in the Cities of Los Angeles and Santa Monica, the minimum wage increase will be $25.00/hour. In West Hollywood, the minimum wage rate for hotel workers will be $20.87/hour (up from $20.22/hour).
• Health care workers: Minimum wage rates will increase on a sliding scale (from $19.28/hour to $25.00/hour), depending on the facility type. Examples include:
• Hospitals with 10,000 or more full-time employees; covered healthcare facilities run by large counties (over 5 million people); and dialysis clinics: $25.00/hour (up from $24.00/hour).
• Intermittent clinics, community clinics, rural health clinics, or urgent care clinics associated with community or rural health clinics: $22.00/hour (up from $21.00/hour).
• Safety net hospitals: $19.28/hour (up from $18.63/hour).
• Fast food workers: The minimum wage remains $20.00/hour.

 Key takeaway for employers 

• Employers should not assume non-exempt employees should be paid the California state minimum wage as their base hourly rate – instead, employers should confirm whether any local minimum wage rate may apply.
• Employers that operate in multiple jurisdictions should verify rates by work location and industry, including for any remote employees.
• When in doubt, employers should consult an employment law attorney.

  This AALRR publication is intended for informational purposes only and should not be relied upon in reaching a conclusion in a particular area of law. Applicability of the legal principles discussed may differ substantially in individual situations. Receipt of this or any other AALRR publication does not create an attorney-client relationship. The Firm is not responsible for inadvertent errors that may occur in the publishing process.

  © 2026 Atkinson, Andelson, Loya, Ruud & Romo