Compliance Matters TM

California Minimum Wage Increases Coming January 1, 2024

On January 1, 2024, California will increase its minimum wage from $15.50 to $16.00 for all employers in the state. As the salary threshold for exempt employees is two times the State’s minimum wage, the new exempt salary minimum will also increase from $64,480 to $66,560 (or $1,280 per week).

In addition to California, many localities will also be making adjustments to their local minimum wages at the same time. California employers must comply with the higher of the State minimum wage and the local minimum wage applicable to their workforce. Below is a list of localities that will have minimum wage increases effective January 1, 2024:

Locality	Current Minimum Wage	New Minimum Wage
Belmont	$16.75	$17.35
Burlingame	$16.47	$17.03
Cupertino	$17.20	$17.75
Daly City	$16.07	$16.62
East Palo Alto	$16.50	$17.10
El Cerrito	$17.35	$17.92
Foster City	$16.50	$17.00
Half Moon Bay	$16.45	$17.01
Hayward	$15.50 (25 or fewer employees) $16.34 (26+ employees)	$16.00 (25 or fewer employees) $16.90 (26+ employees)
Los Altos	$17.20	$17.75
Menlo Park	$16.20	$16.70
Mountain View	$18.15	$18.75
Novato	$15.53 (25 or fewer employees) $16.07 (26-99 employees) $16.32 (100+ employees)	$16.04 (25 or fewer employees) $16.60 (26-99 employees) $16.86 (100+ employees)
Oakland	$15.97 $17.37 (hotel workers with health benefits) $23.15 (hotel workers without health benefits)	$16.50 $17.94 (hotel workers with health benefits) $23.91 (hotel workers without health benefits)
Palo Alto	$17.25	$17.80
Petaluma	$17.06	$17.45
Redwood City	$17.00	$17.70
Richmond	$16.17	TBA
San Carlos	$16.32	$16.87
City of San Diego	$16.30	$16.85
San Jose	$17.00	$17.55
City of San Mateo	$16.75	$17.35
County of San Mateo	$16.50	$17.06
City of Santa Clara	$17.20	$17.75
Santa Rosa	$17.06	$17.45
City of Sonoma	$16.00 (25 or fewer employees) $17.00 (26+ employees)	$16.56 (25 or fewer employees) $17.60 (26+ employees)
South San Francisco	$16.70	$17.25
Sunnyvale	$17.95	$18.55

Employers should review the hourly wage rates for employees working in any local jurisdictions listed above and make any necessary adjustments prior to January 1.

As a reminder, with remote workers, employers should pay attention to where such employees are located, as employees could be subject to local minimum wage and other ordinances they may not typically be when reporting to the worksite. For transient workers, most local minimum wage ordinances apply when an employee works two or more hours in the jurisdiction during a week. Remember that the applicability of local ordinances is generally based on where an employee works, rather than where the physical worksite is located.

As always, if you have any questions about the matters discussed in this issue of Compliance Matters, please call your firm contact at (818) 508-3700 or visit us online at www.brgslaw.com.

Sincerely,

Richard S. Rosenberg

Katherine A. Hren

Charles W. Foster

www.brgslaw.com