California Minimum Wage Lawyer
In California, minimum wage rules have been changing faster than in most other parts of the country, and employers are required to abide by local requirements as well as state standards. Many times, companies aren’t living up to their obligations, and employees are missing out on wages they are owed under the law.
When that happens, a California minimum wage lawyer at Justice Law Corporation can help you recover compensation for the wages that have been wrongfully withheld and work to obtain other benefits as well. By standing up for your right to fair wages, you not only protect your own future but also secure the rights of others and make your workplace better for everyone.
Understanding General Minimum Wage Requirements
California first established a minimum wage for workers in 1916, more than a century ago. The federal government didn’t create a national minimum until 1938, and even then, the federal rate was substantially lower than the rate set by California lawmakers. Local city and county governments in California also establish their own minimum rate standards. Employees are entitled to receive the applicable rate that is highest in the location where they work.
The current federal minimum wage of $7.25 per hour has remained unchanged since 2009. By contrast, California minimum wage rates are indexed to the consumer price index to increase with inflation. (If the price index decreases, however, the minimum wage will not be lowered.) Local rates are also frequently adjusted upward. Employers who don’t keep careful account of the changes and the variations can unintentionally cheat employees out of income they deserve under the law.
The general minimum wage in California is set at $16.50 for 2025 and expected to rise to $16.90 for 2026. Unlike the federal minimum wage and the rules in other states, California laws require employers to pay tipped employees the full minimum wage with no offset for tip income.
Moreover, workers in certain industries are entitled to a higher rate of pay, which can be influenced by factors such as the number of employees, the type of work facility, and the local requirements. While California’s overall minimum wage obligations are no longer impacted by the number of employees at a business, the rates required by some local communities may vary depending on the number of workers employed or the size of the facility. As an example, Los Angeles has established a special minimum wage for employees of hotels with 60 or more rooms. A minimum wage lawyer in California knows it is important to check details carefully when trying to determine whether a worker is being paid in compliance with legal requirements.
Special Rates for Workers in the Fast Food Business
Recognizing the challenges faced by those who work in fast food restaurants, California lawmakers created a Fast Food Council with the authority to adopt employment standards for fast food restaurants. Lawmakers also established a higher minimum wage for fast food employees, and they authorized the Fast Food Council to increase that rate in the future. The initial rate of $20.00 per hour could be increased at any time, so the team at Justice Law Corporation monitors the workings of the Council and all government bodies tasked with setting minimum wage rates.
Employees should be receiving the special minimum wage when they work for a “fast food restaurant.” This is defined as a restaurant with:
- A primary business of selling food and drinks for immediate consumption
- Limited or no table service (where customers order and pay for items before receiving and consuming them)
- An identity as part of a chain of at least 60 restaurants throughout the U.S. (It does not matter whether the business is owned by the chain or operated as a franchise.)
Some restaurants are exempt from these minimum wage requirements. If the restaurant is located in the grocery store, then workers employed by the store do not have to be paid the fast-food minimum wage. The same is true for restaurants operating in airports, hotels, event centers, theme parks, public recreation facilities, museums, and gambling facilities. Certain bakeries are exempt from this minimum wage, as are restaurant companies that operate solely to serve their own employees. However, many employers claim to be exempt when they should actually be paying the higher rates. Therefore, it is worthwhile to consult a California minimum wage lawyer at Justice Law Corporation if you are receiving wages that do not align with the fast-food restaurant requirements.
Workers in the Health Care Industry
Similar to the provisions of the special minimum wage laws for the fast food business, the unique minimum wage requirements for California employees who work in the health care industry are applied according to the facility an employee works for, rather than the type of work performed.
What Types of Workers are Covered?
Any worker who provides services related to health care or services that support health care is covered by the special minimum wage requirements, so long as they work for a facility that is subject to these new rules. This includes services such as:
- Nursing
- Services of medical residents, interns, and fellows
- Janitorial
- Housekeeping and laundry
- Groundskeeping
- Clerical, scheduling, and call center duties
- Guard services
- Medical coding and billing
- Warehouse work
- Gift shop employees
When these services are performed at a covered healthcare facility, workers should be paid the minimum wage applicable to that facility.
Different Rates for Different Types of Facilities
The minimum wage for workers at covered health care facilities varies according to the type of facility, and these rates are set to increase annually either to a specific rate or to a rate adjusted for inflation. The rates are highest for workers employed by hospitals or integrated health systems with 10,000 or more full-time employees, certain health facilities run by large counties, and dialysis clinics.
Facilities run by small counties and “safety net” hospitals are required to pay much lower wages, although these wages are still higher than the state minimum wage. Other facilities are required to pay a minimum wage rate that falls between the two extremes. As of July 2025, the health care worker minimum wage rates vary between $24.00 on the high end and $18.63 on the low end, with increases scheduled regularly.
Piece-Rate and Salary Pay Structures
Employees are not excluded from minimum wage requirements just because they are paid an annual salary rather than an hourly wage. All full-time employees must be paid at least the equivalent of the minimum wage for a 40-hour workweek, which equals $34,320 per year in 2025.
This amount will be higher for jobs where the hourly minimum wage exceeds $16.50. Employees who work more than 40 hours in a week should receive overtime pay for those extra hours unless they meet the specific criteria to be considered exempt. If your salary is below the legal limit or you have not been receiving overtime pay, it is a good idea to consult a California minimum wage lawyer at Justice Law Corporation to find out how to receive your unpaid wages and other relief.
The situation becomes more complex for workers paid according to a piece-rate pay structure, where income is based on production rather than time worked. Many times, workers at these types of jobs are required to perform duties that are not counted toward piece-rate totals. For instance, a truck driver paid by the mile might be required to spend time loading cargo, or a mechanic paid according to the number of oil changes performed might need to spend time cleaning equipment or waiting in the service bay in case a customer arrives.
Employers are supposed to pay workers at least minimum wage for the hours worked on tasks that don’t contribute to their piece-rate totals, and they cannot average piece-rate wages over the total time worked to satisfy minimum wage requirements. If you are not receiving appropriate compensation for the time spent on duties other than your piece-rate work, the team at Justice Law Corporation can take action to recover those lost wages.
FAQs About Minimum Wage Requirements in California
With minimum wage laws changing so frequently, our team receives many questions on the subject. Here are some answers to general questions that come up regularly, but we’d be happy to answer your specific questions if you contact us directly.
Do the Minimum Wage Requirements Apply to All Jobs in California?
There are some workers who are exempt from minimum wage requirements for a variety of reasons. These include:
- Workers employed by close family members
- Apprentices indentured under state apprenticeship standards
- Learners working their first 160 hours in an occupation where they have no previous experience
- Outside salespersons
Although employers used to be permitted to pay disabled workers less than minimum wage, that exception is no longer allowed. Employees are considered exempt from many wage and hour requirements if they hold certain positions and receive an annual salary equivalent to at least twice the minimum wage for full-time employees.
What is Wage Theft?
Wage theft is any practice that results in employers failing to provide the compensation that employees are entitled to for the work they’ve performed. Failing to pay minimum wage is one example of wage theft. Other examples include not paying compensation for required rest breaks, requiring workers to perform tasks before they clock in, and not paying overtime for excess hours worked. A dedicated employment lawyer at Justice Law Corporation can help workers recover losses for any type of wage theft in California.
Is it Legal for an Employee to Agree to Work for Less Than the Minimum Wage?
Employers are obligated to abide by minimum wage requirements regardless of any agreement they might attempt to reach with employees. The law does not allow employees to waive their equal pay rights.
What If I Can’t Tell Whether I’m Being Paid Fairly?
With all the state and local laws that can affect employers’ obligations for fair pay, it can be difficult to determine whether your employer is taking advantage of you. At Justice Law Corporation, we provide free consultations where we can review the circumstances of your case and explain whether your rights have been violated and the options you have for recovering lost wages.
How Do You Prove a Violation of Minimum Wage Laws?
Many times, pay records will contain information about hours worked and wages paid, and the violation will be clear from those records. Other times, however, much more evidence is needed. It is a good idea to keep copies of communications from your employer, check your bank statements, and keep track of hours actually worked as evidence to show a wage violation. Your attorney can also help investigate and uncover evidence of employer wrongdoing.
Find Out How a Knowledgeable California Minimum Wage Lawyer Could Help in Your Case
Employers will usually not openly admit to violating minimum wage laws. Sometimes, they may not even be aware that their actions fail to comply with legal requirements. Whether violations are deliberate or accidental, an experienced and dedicated California minimum wage lawyer at Justice Law Corporation can find the most effective options for obtaining the fair wages and beneficial results you deserve now and in the future. To learn more about how we can help in your case, call us at 818-230-7502 or contact us online now to schedule a free consultation.