July 1 is just around the corner, and with it comes a series of local minimum wage increases across Southern California. For employers operating in multiple jurisdictions, staying compliant can be complex—but it’s essential to avoid costly penalties and maintain employee trust.

Below is a breakdown of the new rates, followed by a practical compliance checklist tailored for California employers. While this is usually a Friday’s Five article, we’re stretching a bit into seven key steps to keep you covered.

Minimum Wage Increases in Southern California (Effective July 1, 2025)

• Los Angeles County (Unincorporated Areas): $17.81/hour
• City of Los Angeles: $17.87/hour (increased from $17.28/hour)
• Pasadena: $18.04/hour (increased from $17.50/hour)
• Santa Monica: $17.81/hour (increased from $17.27/hour)
• West Hollywood (Hotel Workers): $20.22/hour (note: non-hotel employees must be paid $19.65/hour and this rate will be in effect until December 31, 2025)
• City of San Diego: $17.25/hour has been in effect since January 1, 2025

Note: Other jurisdictions throughout California also have their own minimum wage ordinances. Employers should verify all applicable rates based on their workforce’s location.

7-Step Compliance Checklist for Employers

1. Identify All Applicable Jurisdictions

Determine where your employees are performing work. Local minimum wage ordinances are typically based on work location, not where the business is headquartered.
Tip: For employees who work across multiple...

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