PAYMENT OF MINIMUM COMPENSATION TO HOTEL WORKERS AND PROVISION OF TIME OFF.
Los Angeles Municipal Code § 186.02
in effectSEC. 186.02. PAYMENT OF MINIMUM COMPENSATION TO HOTEL WORKERS AND PROVISION OF TIME OFF.
A. Wages. (Amended by Ord. No. 188,944, Eff. 6/29/26.) A Hotel Employer shall pay a Hotel Worker a wage of no less than the hourly rates set under the authority of this article.
1. If a Hotel Employer provides a Hotel Worker with health benefits as provided in Section 186.04 of this article, the Hotel Worker shall be paid the following:
(a) Beginning on July 1, 2025, the wage rate for a Hotel Worker shall be no less than $22.50 per hour.
(b) Beginning on July 1, 2026, the wage rate for a Hotel Worker shall be no less than $25.00 per hour.
(c) Beginning on July 1, 2027, the wage rate for a Hotel Worker shall be no less than $25.50 per hour.
(d) Beginning on July 1, 2028, the wage rate for a Hotel Worker shall be no less than $28.50 per hour.
(e) Beginning on July 1, 2029, the wage rate for a Hotel Worker shall be no less than $29.00 per hour.
(f) Beginning on January 1, 2030, the wage rate for a Hotel Worker shall be no less than $30.00 per hour.
(g) Beginning on July 1, 2030, and annually thereafter on July 1, the hourly wage rate for a Hotel Worker shall be adjusted higher by a percentage equal to the percentage increase, if any, in the Bureau of Labor Statistics Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) for the Los Angeles metropolitan area, as measured from January to December of the preceding year. The Division shall announce the adjusted rates on February 1st, or within two weeks of the release of the prior year’s CPI-W, whichever is later, and publish a bulletin announcing the adjusted hourly wage rates, which shall take effect on July 1st of each year.
2. If a Hotel Employer does not provide a Hotel Worker with health benefits as provided in Section 186.04 of this article, the Hotel Worker shall be paid the applicable wage rate in Section 186.02 A.1., and an additional wage rate equal to the health benefit payment in effect pursuant to Section 186.04.
3. A Hotel Employer may not use gratuities, Service Charge distributions, or bonuses earned by a Hotel Worker to offset the wages required under this article.
B. Time Off.
1. Compensated Time Off. A Hotel Employer shall provide at least 96 compensated hours off per year for sick leave, vacation, or personal necessity to full time Hotel Workers to be made available at the Hotel Worker’s request.
(a) A full time Hotel Worker is classified as someone who works at least 40 hours a week or in accordance with the Hotel Employer’s policies, if more generous. A full time Hotel Worker shall accrue at least 96/52 hours of compensated time off each week in a calendar year that the Hotel Worker has been employed by the Hotel Employer. Compensated time off does not accrue for work in excess of 40 hours a week. Full time Hotel Workers that work less than 40 hours a week will receive the compensated time off in proportional increments.
(b) A part time Hotel Worker is classified as someone who works less than 40 hours per week or in accordance with the Hotel Employer’s policies, if more generous. A part time Hotel Worker shall accrue compensated time off in increments proportional to that accrued by someone who works 40 hours a week, in accordance with Section 186.02 B.1.(a).
(c) General Rules for Compensated Time Off.
(i) A Hotel Worker must be eligible to use accrued paid compensated time off after the first six months of employment or consistent with company policies, whichever is sooner.
(ii) A Hotel Employer may not unreasonably deny a Hotel Worker’s request to use the accrued compensated time off.
(iii) Unused accrued compensated time off will carry over until the time off reaches a maximum of 192 hours, unless the Hotel Employer’s established policy is more generous.
(iv) After a Hotel Worker reaches the maximum accrued compensated time off, a Hotel Employer shall provide a cash payment once every 30 days for accrued compensated time off over the maximum. A Hotel Employer may provide a Hotel Worker with the option of cashing out any portion of, or all of, the Hotel Worker’s accrued compensated time off under the maximum, but, in no event, shall the Hotel Employer require a Hotel Worker to cash out any accrued compensated time off. Compensated time off cashed out shall be paid to the Hotel Worker at the wage rate that the Hotel Worker is earning at the time of cash out.
(v) A Hotel Employer may not implement any employment policy to count accrued compensated time off taken under this article as an absence that may result in discipline, discharge, suspension, or any other adverse action.
2. Uncompensated Time Off. Hotel Employers shall also permit full time Hotel Workers to take at least 80 additional hours per year of uncompensated time off to be used for sick leave for the illness of the Hotel Worker or a member of the Hotel Worker’s immediate family where the Hotel Worker has exhausted their compensated time off for that year.
(a) A full time Hotel Worker is classified as someone who works at least 40 hours a week or in accordance with the Hotel Employer’s policies, if more generous. A full time Hotel Worker shall accrue at least 80/52 hours of uncompensated time off each week in a calendar year that the Hotel Worker has been employed by the Hotel Employer. Uncompensated time off does not accrue for work in excess of 40 hours a week. Full time Hotel Workers that work less than 40 hours a week will receive the uncompensated time off in proportional increments.
(b) A part time Hotel Worker is classified as someone who works less than 40 hours per week or in accordance with the Hotel Employer’s policies, if more generous. A part time Hotel Worker shall accrue uncompensated time off in increments proportional to that accrued by someone who works 40 hours a week, in accordance with Section 186.02 B.2.(a).
(c) General Rules for Uncompensated Time Off.
(i) A Hotel Worker must be eligible to use accrued uncompensated time off after the first six months of employment or consistent with company policies, whichever is sooner.
(ii) A Hotel Employer may not unreasonably deny a Hotel Worker’s request to use the accrued uncompensated time off.
(iii) Unused accrued uncompensated time off will carry over until the time off reaches a maximum of 80 hours, unless the Hotel Employer’s established policy is more generous.
(iv) A Hotel Employer may not implement any employment policy to count uncompensated time off taken under this article as an absence that may result in discipline, discharge, suspension, or any other adverse action.
Source: City of Los Angeles, Charter and Codes (American Legal Publishing, codelibrary.amlegal.com)URL: https://codelibrary.amlegal.com/codes/los_angeles/latest/lamc/0-0-0-286342Fetched: 10/24/2026