Los Angeles, CA Hotels & Lodging: Hotel Worker Retention (2026)
Key Facts
- Hotels covered
- 50 or more guest rooms; stays of 30 days or fewer
- Worker list deadline
- 15 days after execution of Transfer Document
- Preferential hiring window
- 6 months after hotel reopens under new operator
- Minimum employment pre-transfer
- At least 1 month before Transfer Document execution
- Transition retention period
- 90 days; no discharge without cause
- Ordinance effective date
- Ord. No. 178,083, Eff. 12/30/06; amended Ord. No. 187,565, Eff. 8/12/22
Summary
When a Los Angeles hotel with 50 or more guest rooms changes ownership or control, the new operator must maintain a preferential hiring list of the prior owner's workers and retain all hired workers for 90 days, during which they cannot be discharged without cause.
SEC. 183.02. HOTEL EMPLOYERS' RESPONSIBILITIES.
A. The Incumbent Hotel Employer shall, within 15 days after the execution of a Transfer Document, provide to the Successor Hotel Employer the name, address, date of hire, and employment occupation classification of each Hotel Worker.
B. The Successor Hotel Employer shall maintain a preferential hiring list of Hotel Workers identified by the Incumbent Hotel Employer as set forth in Subsection A. of this section, and shall be required to hire from that list for a period beginning upon the execution of the Transfer Document and continuing for six months after the Hotel is open to the public under the Successor Hotel Employer.
SEC. 183.03. TRANSITION EMPLOYMENT PERIOD.
A. A Successor Hotel Employer shall retain each Hotel Worker hired pursuant to this chapter for no fewer than 90 days following the Hotel Worker's Employment Commencement Date. During this 90-day transition employment period, Hotel Workers shall be employed under the terms and conditions established by the Successor Hotel Employer or as required by law. The Successor Hotel Employer shall provide Hotel Workers with a written offer of employment. This offer shall remain open for at least ten business days from the date of the offer.
C. During the 90-day transition employment period, the Successor Hotel Employer shall not discharge without cause a Hotel Worker retained pursuant to this chapter.
Full Breakdown
LAMC Chapter XVIII, Article 3 (Hotel Worker Retention Ordinance) applies to hotels with 50 or more guest rooms rented for 30 days or fewer. Within 15 days of executing a transfer document, the outgoing employer must provide the new operator a list of all workers employed at least one month (names, addresses, hire dates, job classifications). The successor employer must use a preferential hiring list for six months after the hotel reopens. Workers hired through this process are protected for 90 days and cannot be terminated without cause. If fewer workers are needed, the new employer retains by seniority within job classifications. At the end of 90 days a written performance evaluation is required; satisfactory workers must be considered for continued employment.
Violations & Fines
Hotel workers may sue in California Superior Court for hiring/reinstatement rights, front or back pay at the higher of the worker's last 3-year average rate or most recent regular rate, and the value of benefits owed. Prevailing workers are entitled to reasonable attorney's fees and costs. No criminal penalties attach for violations per LAMC § 183.06.C.
Frequently Asked Questions
Does the Hotel Worker Retention Ordinance apply when a hotel changes operators during renovation?
What if the new owner needs fewer workers than the prior owner had?
Can a new hotel owner fire a retained worker during the 90-day period?
Sources & Official References
Other rules in Los Angeles
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Hotel Worker Retention in Nearby Cities
How other cities in Los Angeles County handle hotel worker retention.