Effective July 1, 2025, several California cities and counties are implementing new local minimum wage increases, with some rates surpassing $19 per hour. These mid-year changes apply to both general wage rates and industry-specific minimums in select jurisdictions. Employers should act now to ensure compliance, especially if they have employees working remotely or in multiple jurisdictions.

Updated Minimum Wage Rates as of July 1, 2025:

• Alameda – $17.46

• Belmont – $18.30

• Berkeley – $19.18

• Burlingame – $17.43

• Cupertino – $18.20

• Daly City – $17.07

• East Palo Alto – $17.45

• El Cerrito – $18.34

• Emeryville – $19.90

• Fremont – $17.75

• Foster City – $17.39

• Half Moon Bay – $17.47

• Hayward – $16.50 (1–25 employees), $17.36 (26+ employees)

• Los Altos – $18.20

• Los Angeles (City) – $17.87

• Los Angeles County (Unincorporated) – $17.81

• Malibu – $17.27 (rate frozen; no increase in 2025)

• Menlo Park – $17.10

• Milpitas – $18.20

• Mountain View – $19.20

• Novato – $17.00 (26–99 employees), $17.27 (100+ employees)

• Marin County (Unincorporated) – $16.50 (1–25 employees)

• Oakland – $16.89

• Palo Alto – $18.20

• Pasadena – $18.04

• Petaluma – $17.97

• Redwood City – $18.20

• Richmond – $17.77

• San Carlos – $17.32

• San Diego – $17.25

• San Francisco – $19.18

• San Jose – $17.95

• San Mateo – $17.95

• San Mateo County (Unincorporated) – $17.46

• Santa Clara – $18.20

• Santa Monica – $17.81

• Santa Rosa – $17.87

• Sonoma County – $23.15

• South San Francisco – $17.70

• Sunnyvale – $19.00

• West Hollywood – $19.65

Malibu Exception:

Although Malibu typically increases its minimum wage on July 1, the Malibu City Council approved a one-year suspension of its 2025 increase. As a result, Malibu's rate will remain at $17.27/hour.

Industry-Specific Minimum Wage Increases (Effective July 1, 2025):

• Los Angeles City: $22.50/hour for hotel and airport employees

• Santa Monica: $22.50/hour for hotel employees and those working on hotel property

• West Hollywood: $20.22/hour for hotel employees

What Employers Should Do:

1. Review employee locations — including remote workers — to determine which local ordinances apply.

2. Check employee pay rates to ensure compliance with the applicable local minimum wage.

3. Adjust wages as needed before July 1 to avoid violations.

4. Post required notices — many local ordinances include poster or notice requirements, which may need to be updated with the new wage rates.

5. Consider industry-specific rates if you operate in hospitality, hotel, or airport services.

Tools and Resources:

Employers can use tools like the CalChamber Local Ordinances Wizard to determine which minimum wage and labor poster requirements apply to their business. CalChamber's HRCalifornia Local Ordinances section is also a valuable resource for tracking wage ordinances across Northern and Southern California.

Disclaimer: This post is for informational purposes only and does not constitute legal advice or create an attorney-client relationship.