Minimum Wage/California/West Hollywood
West Hollywood Minimum Wage 2026
The West Hollywood rate, tipped rules, and how it compares with the California state minimum. Every figure below is checked against primary sources.
| Tipped minimum | No tip credit in California; tipped employees receive the full applicable rate |
|---|---|
| California state minimum | $16.90 / hour |
Against the state minimum
Hourly minimums compared
Hourly minimum wage as verified August 18, 2026. Bars start at $0.
Nearby rates and notes
Hotel workers have a separate rate: $20.87 / hour for July 1, 2026 through June 30, 2027.
The general rate adjusts each January 1; the hotel rate runs on a July-to-June cycle.
Rate record
What has taken effect, what we have checked, and what is coming next.
January 1, 2026 (general rate); July 1, 2026 (hotel rate)
West Hollywood minimum in effect: $20.25 / hour (adjusts each January 1)
August 18, 2026
Every figure on this page re-verified against the primary sources below.Latest check
Jan 1, 2027
Next annual adjustment of the general rate (adjusts each January 1).
Questions employers ask
What is the minimum wage in West Hollywood in 2026?
$20.25 per hour for most employees. Hotel workers have a separate rate of $20.87 per hour for July 1, 2026 through June 30, 2027.
Does West Hollywood have a separate hotel worker minimum wage?
Yes. Covered hotel workers must receive $20.87 per hour from July 1, 2026 through June 30, 2027, while the general city rate ($20.25) adjusts each January 1.
Do tipped employees in West Hollywood get a lower wage?
No. California allows no tip credit; tipped employees receive the full applicable minimum before tips.
Sources and caveats
Caveat: West Hollywood's city site blocks automated re-checking; these figures were confirmed by a manual pull of the city's page on August 12, 2026.
Get notified when West Hollywood changes its rate
State employment law changes, in plain English, verified against primary sources.
State Law Briefing publishes legal information, not legal advice. We are not a law firm and reading this content does not create an attorney-client relationship. Consult a licensed employment attorney for guidance specific to your organization.