(Updated June 11 2025)
1. Why This Matters
Whether you are a worker trying to spot wage theft or an employer trying to stay compliant, knowing the 2025 minimum-wage landscape is critical. California’s statewide rate increased again on January 1, and Los Angeles will bump its local rate on July 1. Several industry-specific and city-specific rules layer on top—so the “right” wage depends on where someone works and what they do.
2. California Statewide Minimum Wage
| Effective date | Hourly rate | Applies to |
|---|---|---|
| Jan 1 2025 | $16.50 | Almost all non-exempt employees statewide |
- Legal authority: Cal. Lab. Code § 1182.12(a).
- Source: DIR Minimum Wage FAQ dir.ca.gov
Salary basis for white-collar exemptions
Because exempt employees must earn at least 2× the state minimum, the salary threshold is now $68,640 per year ($1,320/week). dir.ca.gov
3. Industry-Specific Minimum Wages to Know
- Fast-food workers (AB 1228): $20.00/hr since Apr 1 2024. The new Fast-Food Council may raise this again for 2025-26. dir.ca.gov
- Health-care facilities (SB 525):
- Large hospitals & dialysis clinics: $23.00/hr Oct 16 2024-Jun 30 2025, $24.00/hr Jul 1 2025-Jun 30 2026.
- Other covered facilities: $21.00/hr Oct 16 2024-Jun 30 2026. dir.ca.gov
Workers covered by these statutes get the higher sectoral wage even inside cities with their own ordinances.
4. Minimum Wage Inside Los Angeles County (2025)
| Jurisdiction | 2024 rate | 2025 rate | Effective |
|---|---|---|---|
| City of Los Angeles | $17.28 | $17.87 | Jul 1 2025 |
| Unincorporated L.A. County | $17.27 | $17.81 | Jul 1 2025 |
| West Hollywood (all industries) | $19.08 | TBA – CPI adjustment July 1 2025 | Jul 1 2025 |
| West Hollywood hotel workers | $20.12 | $20.22 | Jul 1 2025 |
- Los Angeles City: LAMC § 187.02; City Memo wagesla.lacity.govwagesla.lacity.gov
- Unincorporated County: L.A. County Code ch. 8.100; DCBA notice dcba.lacounty.gov
- West Hollywood hotel rate: City notice weho.org
Rule of thumb: When more than one minimum-wage law applies (state, county, city, or industry-specific), pay the highest rate.
5. Penalties for Under-Payment
- State penalties:
- Unpaid wages + interest
- Liquidated damages equal to wages owed (Lab. Code § 1194.2)
- Civil penalties up to $100 per employee per pay period for willful violations (Lab. Code § 558)
- City of L.A.: Treble damages plus administrative fines (LAMC § 187.06).
Workers can sue individually or under the Private Attorneys General Act (PAGA) for civil penalties.
6. Practical Tips
For Workers
- Check your paystub: Your hourly rate must be at least the correct 2025 minimum for each hour worked in that location.
- Look for split workplaces: If you spend two hours or more in a higher-rate city in a week, those hours get that city’s wage.
- Keep records: Save copies of schedules, timecards, and paystubs for at least three years.
For Employers
- Audit wages before July 1: Adjust payroll systems and send updated wage notices (Lab. Code § 2810.5).
- Update posters: Post the 2025 California MW order and the relevant city or county poster in English and any language spoken by ≥5 % of employees.
- Re-check OT exemptions: Raise any exempt salaries that fall below $68,640.
- Sector checks: Confirm if you employ fast-food or health-care workers subject to higher floors.
7. What to Do if You’re Under-Paid in Los Angeles
- Start internally: Ask HR/payroll for a correction in writing.
- File a complaint:
- City of L.A.: Office of Wage Standards (844-WAGESLA).
- State: Labor Commissioner (DLSE) wage claim.
- Consult counsel: Employees First Labor Law offers free consultations for wage-and-hour violations. Call (310) 853-3461 or submit an intake form on our website.
8. Key Takeaways
- California’s state minimum wage is $16.50 (Jan 1 2025).
- City of Los Angeles jumps to $17.87 and unincorporated County to $17.81 on July 1 2025.
- Fast-food and health-care workers enjoy even higher floors.
- Employers face steep penalties—triple damages in L.A.—for non-compliance.
Staying up to date prevents costly litigation and protects workers’ livelihoods. Need help? Contact Employees First Labor Law for guidance or representation.
(This blog is for informational purposes only and does not constitute legal advice. Consult counsel for advice specific to your situation.)
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