Mid-Year Check-in for Employers

We’re halfway through the year and for California employers, that means it’s time for a mid-year compliance check. July 1 brings several key updates, especially at the local level. From minimum wage increases to new ordinances, staying compliant requires close attention to where your employees work, whether they’re onsite, remote, or a combination of the two.

Local Minimum Wage Increases

Several California cities and counties are increasing their local minimum wage rates as of July 1:

• Alameda: $17.46/hour

• Berkeley: $19.18/hour

• Emeryville: $19.90/hour

• Fremont: $17.75/hour

• Los Angeles (City): $17.87/hour

• Los Angeles County (Unincorporated): $17.81/hour

• Milpitas: $18.20/hour

• Pasadena: $18.04/hour

• San Francisco: $19.18/hour

• Santa Monica: $17.81/hour

Industry-Specific Minimum Wage Increases

Certain industries have their own minimum wage increases starting July 1:

• Los Angeles (City): $22.50/hour for hotel and airport employees

• Santa Monica: $22.50/hour for hotel employees and those working on hotel property

• West Hollywood: $20.22/hour for hotel employees

Additionally, California’s statewide health care worker minimum wage will increase for covered facilities. Employers in this sector can reference Senate Bill 525 for applicability.

Posters, Pamphlets, and Local Notices

Many local ordinances include posting requirements, and updated posters must be displayed by July 1. Also beginning July 1, the California Rights of Victims of Domestic Violence, Sexual Assault and Stalking pamphlet will have mandatory updates. You must:

• Provide the updated pamphlet to new hires at onboarding

• Offer it to any current employee who requests it

Be sure to order updated materials and review your onboarding packets accordingly.

Mid-Year Compliance Review

In addition to keeping up with local wage and ordinance changes, July is a great time to pause and assess where your business stands on compliance overall. Consider conducting a mid-year review of:

• Wage statements for accuracy and legal compliance

• Leave policies (CFRA, paid sick leave, local ordinances)

• Poster compliance across all work locations, including remote worker obligations

• Handbook updates or addendums issued since January

• Manager training on harassment prevention, safety, or leave administration

• Personnel file reviews for required documentation

• Quarterly safety inspections or IIPP updates, especially if you’re subject to Cal/OSHA requirements

Keeping your HR house in order mid-year is not just about checking boxes. It is about staying ahead of risk, ensuring operational continuity, and showing your employees that your company is proactive and prepared.

Need help reviewing your current practices or policies? Our team is here to support you with solutions tailored to California employers.