California’s minimum wage is increasing again in 2026, bringing important changes for workers across the state. Understanding these new rates and your rights under wage and hour laws is essential for ensuring you receive fair compensation.
New California Minimum Wage Rates for 2026
As of January 1, 2026, California’s statewide minimum wage will increase to $16.50 per hour for all employers, according to the California Department of Industrial Relations. This continues the state’s commitment to ensuring fair wages for all workers.
However, minimum wage in California isn’t one-size-fits-all. Several localities have established higher minimum wages that exceed the state requirement, with many implementing automatic annual adjustments tied to inflation.
Local Minimum Wage Variations
Many California cities and counties have implemented their own minimum wage ordinances that will increase in 2026. Workers should check their local jurisdiction’s requirements, as cities like Los Angeles, San Francisco, Berkeley, and others typically announce their adjusted rates for the upcoming year based on Consumer Price Index (CPI) calculations.
The DIR’s minimum wage FAQ provides comprehensive information about which rate applies when local and state minimums differ—the simple answer is that employers must pay whichever rate is higher.
Industry-Specific Minimum Wages
California has also established higher minimum wages for specific industries:
Fast Food Workers
Under AB 1228, fast food workers at chains with 60 or more locations nationwide are entitled to a minimum wage of $20.00 per hour, with potential annual increases based on inflation, according to the California Division of Labor Standards Enforcement.
Healthcare Workers
Healthcare facility workers are seeing phased minimum wage increases that will reach $25.00 per hour by 2028, depending on facility type and size, under SB 525.
What This Means for California Workers
The minimum wage structure affects millions of California workers, but it’s just one piece of comprehensive wage and hour protections under state law. California employees are also entitled to:
- Overtime pay for hours worked beyond 8 in a day or 40 in a week
- Meal and rest break requirements
- Double-time pay for hours exceeding 12 in a single day
- Proper classification as employees rather than independent contractors
When Employers Violate Wage Laws
Despite clear legal requirements, wage theft remains widespread in California. Common violations include:
- Paying below minimum wage
- Failing to pay overtime or calculating it incorrectly
- Requiring off-the-clock work
- Misclassifying employees as exempt or as independent contractors
- Denying required meal and rest breaks
If you believe your employer is violating California wage laws, you have options. Workers can file claims with the California Labor Commissioner’s Office or pursue legal action to recover unpaid wages, penalties, and attorney’s fees.
Your Rights Under California Wage and Hour Law
California’s wage and hour laws are among the strongest worker protections in the nation. Beyond minimum wage requirements, the state requires employers to maintain accurate records, provide detailed wage statements, and pay all earned wages promptly upon termination.
Employees who successfully prove wage violations may recover not just the unpaid wages, but also waiting time penalties, liquidated damages, interest, and attorney’s fees—meaning there’s no out-of-pocket cost for pursuing valid claims.
Get Help With Wage and Hour Violations
If you’re not receiving the minimum wage you’re entitled to, or if your employer is violating other wage and hour requirements, don’t wait. Our experienced wage and hour attorneys can evaluate your situation and help you understand your legal options.
California’s strong labor protections only work when workers know their rights and take action to enforce them. Whether you’re dealing with minimum wage violations, unpaid overtime, or other wage theft, legal help is available.
Contact Law Offices of Todd M. Friedman, P.C. for a free consultation about your wage and hour case.
Disclaimer: This blog post is for informational purposes only and does not constitute legal advice. Every employment situation is unique, and you should consult with a qualified attorney about your specific circumstances.
