Labor Commissioner's Office
The mission of the California Labor Commissioner's Office is to ensure a just day's pay in every workplace in the State and to promote economic justice through robust enforcement of labor laws. By combating wage theft, protecting workers from retaliation, and educating the public, we put earned wages into workers' pockets and help level the playing field for law-abiding employers. This office is also known as the Division of Labor Standards Enforcement (DLSE).
The Labor Commissioner is Hiring! 
California Minimum Wage Effective January 1, 2022
- $15 per hour for workers at businesses with 26 or more employees.
- $14 per hour for workers at small businesses (25 or fewer employees).
Workers
- Learn about your rights as a worker
- File a wage claim to recover your unpaid wages
- File an Equal Pay Act Claim
- Report a labor law violation
- File a public works complaint
- File a retaliation complaint if you’re fired, demoted, or punished for reporting labor law violations or workplace safety hazards
- Obtain an electrician's certification
Employers
- Review requirements before the first employee starts work (English) (Spanish)
- Labor Law and Payroll Tax Online Seminars
- Obtain required notices and posters
- Learn about Wage Theft Prevention Act
- Obtain licenses, permits, registrations, and certificates
- Learn about Piece Rate Compensation (AB 1513)
- Learn about Paid Sick Leave
- Learn about Domestic Workers Bill of Rights
- List of Port Trucking Companies with Outstanding Judgments (SB 1402)
Public Meetings
Current schedule of meetings available for the public Public Meetings.
Help make pay equity the norm in California. Tools and resources for employers, employees and unions to comply with the Equal Pay Act are now available.
Overtime Law for Agricultural Workers
Effective January 1, 2021, agricultural workers employed by employers with 26 or more employees must receive overtime (1.5 times the employee’s regular rate of pay) for all hours worked over 8.5 hours in any workday or over 45 hours in any workweek. AB 1066
Employer Requirement to Notify Employees of Inspection by Immigration Agencies
Requisitos del empleador de avisar al empleado de inspección por agencias de inmigración
Entertainment Industry Sexual Harassment Prevention Training Requirements
Beginning January 1, 2019, all talent agencies operating in California must provide their artists with educational materials on sexual harassment prevention, retaliation, reporting resources, nutrition and eating disorders.
Applicants for entertainment work permits for minors between the ages of 14 and 17 must also complete sexual harassment prevention training before obtaining a minor’s entertainment work permit.
- More information on sexual harassment prevention training requirements in the entertainment industry
COVID-19 Update: Sexual Violence and Harassment Prevention Training for Janitorial Service Providers
Due to COVID-19, the biennial “in-person” sexual violence and harassment prevention training that janitorial employers must provide cannot be conducted in a manner that protects the health, safety and welfare of all participants. Consequently, the Labor Commissioner’s Office will suspend enforcement of the “in-person” training requirements, including the additional requirements related to such training established by AB 547 (2019), and instead require employers to comply with Government Code section 12950.1, which may be done by providing online trainings to all janitorial workers and supervisors made available through the California Department of Fair Employment and Housing (DFEH) website beginning January 1, 2021. More information on suspended enforcement of the “in-person” training requirements can be found at AB 547 final proposal.
This website will be updated as control of COVID-19 safely allows “in-person” sexual violence and harassment prevention training to resume.
Piece Rate Workers
If you are an employee who was paid on a piece rate basis during the period of July 1, 2012 through December 31, 2015, the Labor Commissioner’s office may have collected wages for you from your employer for rest and recovery periods and other nonproductive time. If you believe your employer has paid those wages to the Labor Commissioner on your behalf, please complete this form and mail to the address below or take it to any local office of the Labor Commissioner. Please complete and submit a separate form for every employer who you think may have paid your wages to the Labor Commissioner.
AB 1513 Application
Centralized Cashiering Unit
2031 Howe Avenue, Suite 100
Sacramento, CA 95825
Cómo Hacer un Reclamo al Fondo de Salario Impago
Si usted es un trabajador cuya paga entre el 1 de julio de 2012 y el 31 de diciembre de 2015 fue sobre la base de pago por pieza, el Comisionado Laboral puede haber recaudado sueldos de su empleador en concepto de períodos de descanso y otro tiempo improductivo. Si usted piensa que su paga ha sido enviada al Fondo de Sueldo Impago, por favor complete este formulario y envíelo a la dirección que figura a continuación o entréguelo personalmente en cualquier oficina del Comisionado Laboral. Por favor complete y envíe un formulario por cada empleador que, a su juicio, pueda haber enviado su paga al Comisionado Laboral.
AB 1513 Application
Centralized Cashiering Unit
2031 Howe Avenue, Suite 100
Sacramento, CA 95825
Other Resources
- Watch videos to learn about the wage claim process
- Verify license or registration on database
Laws, Regulations, and Policies
What's New
Quick Links
Resources
About the Labor Commissioner's Office
