California employment law · San Francisco, City and County of San Francisco
San Francisco has some of the most detailed local labor laws in California, from its own minimum wage and paid sick leave to health care spending and fair chance hiring rules. They come on top of state law. An independent California employment attorney can check which local and state rules apply to your job and what to do next.
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What is local in San Francisco
The city's OLSE enforces San Francisco's minimum wage, paid sick leave, health care security, fair chance and family-friendly workplace ordinances, among others, and accepts complaints from workers.
Official source ↗San Francisco sets its own minimum wage, adjusted each year on July 1. It generally applies to employees who work at least two hours a week in the city, including part-time and temporary workers.
Official source ↗State wage claims and retaliation complaints can be filed with the Labor Commissioner. Its San Francisco district office is at 455 Golden Gate Avenue, 9th floor.
Official source ↗Federal discrimination charges for the Bay Area can be filed with the EEOC's San Francisco District Office, often dual-filed with California's Civil Rights Department.
Official source ↗State-law employment lawsuits arising in San Francisco are generally filed in the Superior Court of California, County of San Francisco.
Official source ↗San Francisco adds a layer of local law to the California Labor Code. The city sets its own minimum wage, which is adjusted every July 1 and generally covers anyone who works at least two hours a week in San Francisco, including part-time and temporary employees. Its Paid Sick Leave Ordinance, Health Care Security Ordinance, Fair Chance Ordinance on criminal history in hiring, and Family Friendly Workplace Ordinance give workers rights that go beyond state law in some respects. The Office of Labor Standards Enforcement (OLSE) investigates complaints under these ordinances and can order back pay and penalties.
These rules depend on where the work is performed. If you work partly in San Francisco and partly elsewhere, some ordinances apply only to the hours worked in the city or only once you pass a minimum number of hours. Employers in San Francisco must post the required notices, and the ordinances generally prohibit retaliation against workers who ask about their rights or file a complaint. If you were let go shortly after raising a pay, sick leave or scheduling question, that timing deserves a closer look. A complaint with OLSE does not replace a state claim and does not necessarily stop other deadlines, so it helps to have an attorney check which route fits before you file.
Many San Francisco employers offer severance packages when they lay people off, often tied to a release of claims and sometimes to stock or equity terms. California law requires certain separation agreements to tell you that you have the right to consult an attorney and to give you at least five business days to consider them. Employees 40 and over who release age discrimination claims under federal law generally get at least 21 days, or 45 days in a group layoff, plus seven days to revoke. Before you sign, check what happens to unvested equity, bonuses and commissions, and whether the release covers claims you did not know you had.
Larger layoffs can also trigger notice requirements under the California WARN Act, which generally requires covered employers to give 60 days' notice of a mass layoff, relocation or closure. Non-compete clauses are generally void in California, even if they appear in an equity agreement or were signed in another state, but confidentiality and trade secret obligations still apply. If you think the layoff selection was really about age, disability, pregnancy, leave or a complaint you made, a severance offer is the point to get advice, because signing usually gives up those claims for good.
Local information as of October 2026. Court locations, hours and local rules change; check the official source before you go.
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Who is behind Firedcheck
Firedcheck is part of Omnilex. Leon leads Omnilex’s US business from San Francisco. He is a California attorney and spent about twelve years at Goodwin and Kirkland & Ellis before joining Omnilex.
Leon does not take on the individual matters that come through this site. Your matter is handled by the independent California attorney you choose to engage, who works in employment law.
You may still be wondering …
Generally it applies to employees who perform at least two hours of work a week within San Francisco, for the hours worked there. OLSE explains the coverage rules on its official page.
The city's OLSE and the state Labor Commissioner enforce different laws, and sometimes both may be involved. Which route is better depends on your claims and remedies, so ask an attorney before filing more than one.
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