- Section 10.37.2 (a) of the Los Angeles Living Wage Ordinance provides that contractors (including subcontractors, sublessees, and sublicensees) who perform work or provide services pursuant to a covered contract or lease must pay their employees working no less than the effective living wage rate for all hours worked.
- The law requires the Living Wage Rate to be adjusted annually based on LACERS benefits. Adjustments to the Living Wage Rate take effect each July 1.
- Contractors who do not offer health benefits are required to pay employees the full cash Living Wage Rate. The Living Wage Rate paid to employees is adjusted for health benefits offered by a contractor.
- Employees may also accrue compensated and uncompensated time off for family or personal illness.
- Employees who assert their rights under the law are protected from retaliation.
- An employee may file a civil lawsuit against his/her employer for failure to pay wages, failure to comply with health benefits requirements and retaliation, or the employee may file a complaint with the City.
Notice & Recordkeeping
- The Los Angeles Living Wage Poster must be posted at the job site in a location where employees can easily view it. It covers required wage rates (both with and without health benefits), days off and required disclosure of Earned Income Credit (EIC) information.
- Notice is provided in English, Spanish, Tagalog, Chinese, Japanese, Vietnamese, and Korean.
- Contractors are required to retain payroll records for a period of at least four (4) years.