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Employment Preemption

Los Angeles's Employment Preemption: The Rules That Matter

By CityRuleLookup Editorial Team

Every city handles employment preemption a little differently. In Los Angeles, California, there are 3 distinct rules that residents and property owners should be aware of. Some are stricter than what neighboring cities enforce, and others are more relaxed. Here is what you need to know.

Los Angeles requires six paid sick days annually under Ordinance 184320 and LAMC §187.04, exceeding California SB-616's five-day statewide floor. The state law does not preempt higher local accrual.

Key details: Code section: LAMC §187.04. LA annual leave: 48 hours / 6 days. California floor (SB-616): 40 hours / 5 days. Carryover cap: 72 hours. Accrual rate: 1 hour per 30 worked.

Employers face administrative fines up to $120 per employee per day, plus back pay and reinstatement of wrongfully denied leave. Willful violations trigger treble damages and Office of Wage Standards citations.

Minimum Wage Preemption

Los Angeles sets its own minimum wage above California's state floor. LAMC Article 7 (§187.00) requires covered employers to pay city-set rates that adjust annually with CPI, enforced by the Office of Wage Standards.

Key details: Code section: LAMC §187.00. City rate (Jul 2024): $17.28 per hour. Annual adjustment: CPI-indexed every July. Enforcement: Office of Wage Standards. State preemption: None above state floor.

Civil penalties up to $500 per employee per day, restitution of unpaid wages, and additional liquidated damages. Retaliation against complaining workers triggers a separate $1,000 fine per violation under LAMC §188.04.

Worker Scheduling Preemption

LA's Fair Workweek Ordinance 187534 (LAMC §185.00) requires retail employers with 300 or more workers to give 14-day advance schedules, predictability pay for changes, and right of refusal for clopening shifts.

Key details: Ordinance number: 187534 (LAMC §185.00). Effective date: April 1, 2023. Covered employers: Retail with 300+ workers. Advance notice: 14 days. Rest between shifts: 10 hours minimum.

Predictability-pay restitution to affected workers, plus civil penalties up to $500 per violation. Retaliation against scheduling-complaint workers triggers $1,000 per-incident fines and possible reinstatement orders.

The Bottom Line

Los Angeles's employment preemption rules are a mixed bag. Some areas are strict, others are relaxed, and the details matter. The best approach is to check the specific rule that applies to your situation rather than assuming Los Angeles is broadly strict or permissive.

All of the above reflects Los Angeles's municipal code as of our last review. If you need specifics on fines, exemptions, or filing requirements, the detailed ordinance pages linked above have the full breakdown.