Wage & Hour Law

Los Angeles Minimum Wage Lawyer

You Deserve At Least the Legal Minimum

California employers must pay at least the minimum wage for all hours worked. If your employer paid you less, misclassified you, or used improper deductions, you may be entitled to recover unpaid wages and more.

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(213) 725-2919

What Is the Minimum Wage in California?

California has a statewide minimum wage that is adjusted annually. Many cities and counties have local minimum wages that are higher than the state rate. Employers must pay the higher of the two. The minimum wage applies to almost all employees, regardless of immigration status, and includes all hours worked. Certain limited exemptions may apply in specific industries. If your employer paid you less than the required minimum wage, you have the right to recover the difference.

Common Minimum Wage Violations

  • Paying less than the current minimum wage
  • Illegal deductions for uniforms, tools, or cash register shortages
  • Not paying for all hours worked, including preparation and closing time
  • Off-the-clock work that reduces recorded hours
  • Misclassifying employees as independent contractors or exempt
  • Failure to pay for mandatory meetings, training, or travel time

Legal Guides on Employment Law

Signs You May Have a Minimum Wage Claim

  • You were paid less than the minimum wage for your location
  • Your paychecks show deductions that lowered your hourly rate
  • You worked off the clock or before/after your shift
  • You were paid a flat salary or daily rate that averaged below minimum wage
  • You are paid in cash and don't receive accurate paystubs
  • You had to buy or maintain uniforms, equipment, or supplies

Damages You May Recover

Employees who were paid less than the minimum wage may be entitled to recover:

  • The difference between what you were paid and the legal minimum wage
  • Interest on unpaid wages
  • Waiting time penalties where applicable
  • Wage statement penalties
  • Attorney's fees and costs

You may also have additional claims for overtime, meal and rest break penalties, and other wage violations.

Did You Know?

If your employer paid you less than the required minimum wage, you may be entitled to recover more than just the unpaid wages.

California law generally allows employees to recover the unpaid minimum wages plus an equal amount in liquidated damages—meaning the minimum-wage portion of your claim could effectively be doubled.

Example: If you are owed $8,000 in unpaid minimum wages, you may be able to recover another $8,000 in liquidated damages, plus other available penalties and interest.

Frequently Asked Questions

What is the minimum wage in California?

As of January 1, 2026, California’s statewide minimum wage is $16.90 per hour for most employees. However, that is not always the rate that applies. Certain industries, including covered fast-food and healthcare workers, have separate minimum-wage requirements, and many California cities and counties require employers to pay more than the statewide rate.

If you believe you were paid below the minimum wage that applied to your job or location, GS LAW, APC can determine the correct wage rate and calculate what you may be owed.

Possibly. Many California cities and counties have enacted minimum wages that are higher than California’s statewide minimum wage. If you perform work in a city or county with a higher applicable rate, your employer may be required to pay that higher amount rather than simply paying the statewide minimum.

This is especially important for employees working in and around major California cities, where local wage requirements can substantially increase the amount of unpaid wages owed over time.

GS LAW, APC can review where you worked and determine which state, local, or industry-specific minimum wage applied to your employment.

Employers cannot simply shift ordinary business expenses and losses onto employees. California restricts deductions for matters such as accidental cash shortages, damaged equipment, or other losses that are part of the employer’s cost of doing business. Certain deductions are permitted when required by law or otherwise legally authorized, but employers cannot use improper deductions to avoid their wage obligations.

If deductions from your paycheck reduced the wages you actually received, GS LAW, APC can review your paystubs and determine whether the deductions were lawful and whether additional wages are owed.

Yes. Being paid in cash does not eliminate your right to receive at least the applicable minimum wage for every compensable hour worked. Your employer is also responsible for maintaining accurate payroll and time records and providing required wage information.

Cash-payment cases sometimes become disputes over how many hours an employee actually worked. Timecards are not the only evidence that may be used; schedules, text messages, calendars, coworker testimony, and other records can help establish the hours worked.

If you were paid cash and believe your actual hourly compensation fell below minimum wage, our office can evaluate the available evidence and calculate your potential claim.

Yes. This is one of the most important features of a California minimum-wage claim.

California Labor Code section 1194.2 generally allows an employee to recover the amount of minimum wages that were unlawfully unpaid plus an equal amount as liquidated damages, along with interest. This means that the minimum-wage portion of a claim can potentially be twice the amount of the original wage shortage, although the law provides a limited good-faith defense that may allow a court or Labor Commissioner to reduce liquidated damages.

GS LAW, APC can calculate not only your unpaid wages, but also the liquidated damages, interest, penalties, and other compensation that may be available.

No. California labor protections generally apply to workers regardless of immigration status. The Labor Commissioner expressly states that California labor laws protect all workers and that workers asserting their labor rights are not required to disclose their immigration status. Employers also cannot lawfully use immigration-related threats to retaliate against employees for asserting workplace rights.

If you were denied wages and are concerned that your immigration status prevents you from asserting your rights, GS LAW, APC can explain the protections available under California law.

No. California law protects workers who question whether they are being properly paid, complain about wage violations, file a wage claim, or otherwise assert protected labor rights. Retaliation may include termination, reduced hours, demotion, discipline, threats, or other adverse treatment.

An employee who experiences retaliation may have a separate claim in addition to the underlying minimum-wage case.

If your employer punished or threatened you after you complained about your wages, GS LAW, APC can evaluate both your unpaid wage claim and any potential retaliation claim.

Employees who were paid less than the minimum wage may be entitled to recover:

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Don't Settle for Less Than the Law

If you believe you were paid less than the minimum wage, we are ready to fight for the pay you are owed.
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(213) 725-2919