California Wages and Overtime
California's overtime law (Labor Code §510) is more generous than federal law: 1.5x pay for hours over 8 in a day, over 40 in a week, and the first 8 hours on the 7th consecutive workday, plus double time (2x) for hours over 12 in a day and over 8 on the 7th consecutive day. The state minimum wage (Labor Code §1182.12) adjusts annually for inflation, and many cities and industries set higher minimums — always check the current rates.
By Find Local Law Editorial Team · Last reviewed: May 26, 2026
Researched and drafted with AI assistance and verified against primary sources (statutes, Judicial Council forms, and official court websites). This is general information, not legal advice.
This is general information, not legal advice. Wage rules depend on your job, hours, and the rates in effect — talk to a California attorney about your situation.
California sets wage and hour rules that are often more generous than federal law.
Overtime: daily and weekly (Labor Code §510)
California pays overtime at 1.5× your regular rate for:
- Hours over 8 in a day,
- Hours over 40 in a week, and
- The first 8 hours on the 7th consecutive workday.
It pays double time (2×) for:
- Hours over 12 in a day, and
- Hours over 8 on the 7th consecutive workday.
By contrast, the federal FLSA (29 U.S.C. § 207) only requires 1.5× for hours over 40 in a week — no daily overtime or double time.
Minimum wage (Labor Code §1182.12)
California’s minimum wage adjusts annually for inflation. On top of that, many cities and counties set higher local minimums, and some industries (such as fast food and health care) have their own higher rates. Because the number changes, check the current statewide and local rates that apply to your job rather than relying on a fixed figure.
What to do
If you suspect you’ve been underpaid or denied overtime, keep your pay records. For the bigger picture, start at the California employment law hub. To get matched with a local California employment attorney, connect with a lawyer.
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Start your free intakeFrequently asked questions
- How does California overtime differ from federal law?
- Federal law (FLSA, 29 U.S.C. §207) only requires 1.5x pay for hours over 40 in a week. California Labor Code §510 adds daily overtime — 1.5x for hours over 8 in a day — and double time (2x) for hours over 12 in a day, making it more generous.
- When do I earn double time in California?
- Under Labor Code §510, you earn double time (2x your regular rate) for hours worked over 12 in a single day, and for hours over 8 on the 7th consecutive day of work in a workweek.
- What is California's minimum wage?
- California's minimum wage is set by Labor Code §1182.12 and adjusts annually for inflation. Many cities and counties set higher local minimums, and some industries (like fast food and health care) have higher rates — check the current statewide and local rates that apply to you.
Sources
Related guides
- California At-Will Employment California Labor Code §2922 makes employment at-will: a job with no set term can be ended by either party. But California puts strong limits on that rule — you cannot be fired for an illegal reason, such as unlawful discrimination or retaliation (FEHA), whistleblowing (Labor Code §1102.5), or in violation of public policy (a Tameny wrongful-termination claim).
- California Final Paycheck If an employer fires you, your final wages are due immediately under California Labor Code §201. If you quit, wages are due within 72 hours — or at the time of quitting if you gave at least 72 hours' notice (§202). If the employer willfully fails to pay on time, waiting-time penalties accrue at your daily rate for up to 30 days (§203).
- California Meal and Rest Breaks California Labor Code §512 requires a 30-minute meal period for shifts over 5 hours (a second for shifts over 10 hours), with limited waivers for shorter days. Paid 10-minute rest breaks — roughly one per 4 hours worked — are required by the Industrial Welfare Commission wage orders. If an employer fails to provide a required meal or rest break, it owes the employee one extra hour of pay for that day (Labor Code §226.7).
- California Paid Leave California requires paid sick leave under the Healthy Workplaces, Healthy Families Act of 2014 (Labor Code §245 et seq.). The California Family Rights Act (CFRA, Government Code §12945.2) provides up to 12 weeks of job-protected family/medical leave in a 12-month period for eligible employees (generally 12 months and 1,250 hours of service). California also pays partial wage replacement through State Disability Insurance and Paid Family Leave, administered by the EDD.
- California Workplace Discrimination The Fair Employment and Housing Act (FEHA), California Government Code §12940, prohibits employment discrimination and harassment based on protected characteristics — including race, religion, national origin, disability, sex, gender identity, age (40+), and sexual orientation. It's enforced by the California Civil Rights Department (CRD). Most provisions apply to employers with 5+ employees, while harassment rules apply to all employers. Federal laws also apply.
- Related area: Workers' Compensation in California