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Understanding California's New Minimum Wage Law for Healthcare Workers

Updated: Mar 9

California recently passed Senate Bill 525 (CA SB 525), ushering in significant changes to the minimum wage standards for healthcare workers across the state. This legislation, signed into law by Governor Gavin Newsom, aims to address wage disparities and ensure fair compensation for healthcare professionals. Here's what you need to know about CA SB 525:

  • Overview of CA SB 525: CA SB 525 establishes a new minimum wage standard of $25 per hour for healthcare workers in California, set to take effect on June 1, 2024. This represents a substantial increase from previous wage thresholds and is intended to attract and retain skilled workers in the healthcare sector.

  • Impacted Healthcare Employees: The law applies to a wide range of healthcare professionals, including certified nursing assistants, technicians, patient aides, food service workers, housekeeping staff, medical coders, billers, and contract workers. By encompassing various roles within the healthcare industry, CA SB 525 aims to address workforce shortages and ensure equitable compensation for all workers.

  • Challenges for Employers: Healthcare facilities across California will need to adjust to the new minimum wage standards mandated by CA SB 525. While certain exemptions exist for specific types of facilities, such as hospitals controlled by the California Department of State Hospitals and Tribal clinics, most healthcare employers will be required to comply with the new wage requirements.

  • Phased Implementation: CA SB 525 outlines a phased implementation approach, with different timelines and wage requirements for different categories of healthcare facilities. For example, integrated health systems with over 10,000 employees will see minimum wage increases starting at $23 per hour in June 2024, gradually rising to $25 per hour by 2026.

  • Seeking Waivers and Alternatives: Recognizing the potential financial strain on some healthcare facilities, CA SB 525 allows for waivers or alternative phase-in schedules. Employers can apply for waivers if compliance with the new wage standards would pose significant financial difficulties. However, obtaining such waivers requires thorough documentation of the facility's financial condition and potential impacts on services and jobs.

  • Exemptions: CMA was able to exempt medical groups with 24 physicians or less and Independent Practice Associations (IPAs).  Regarding the IPAs, the employees are exempt, but if a medical group with 25 physicians or more are part of an IPA, they are still subject to the bill. 

As California's healthcare landscape undergoes changes with the implementation of CA SB 525, it is essential for healthcare professionals and employers to understand the law's provisions and implications. By staying informed and working collaboratively, stakeholders can navigate these changes effectively and ensure that healthcare workers are fairly compensated for their essential contributions to the community.


California Senate Bill 525 (CA SB 525), signed by Governor Gavin Newsom, introduces a new minimum wage standard for healthcare workers, setting the rate at $25 per hour and incrementally increasing wages by up to 30% starting June 1, 2024. The legislation broadly impacts healthcare employees and facilities, with implications for salary expectations across the market.

Covered employees under CA SB 525 encompass a wide range of roles providing patient care and related services within healthcare teams, including certified nursing assistants, technicians, aides, food service workers, and more, to address the state's healthcare worker shortage.

The law affects nearly all healthcare employers, except for certain exemptions such as hospitals controlled by the California Department of State Hospitals and Tribal clinics. Employers must adhere to the new minimum wage standards, with limitations on meeting salary thresholds for exemptions from overtime pay and minimum wage.

Various categories of healthcare facilities, from integrated delivery systems to rural hospitals, face different timelines and wage requirements, with some starting as low as $18 per hour and gradually increasing over several years.

Employers seeking waivers or alternative phase-in schedules must demonstrate financial distress or other significant impacts that would hinder their ability to comply with the new standards.


CA SB 525 represents a significant shift in wage standards for healthcare workers in California, aiming to address income disparities and attract more individuals to the healthcare profession amid workforce shortages. However, the legislation poses challenges for employers, particularly in meeting increased wage demands while ensuring financial viability.

Healthcare facilities will need to carefully navigate the phased implementation of minimum wage increases, considering their financial conditions and potential impacts on services and employment. The requirement for waivers or alternative schedules underscores the legislature's recognition of the diverse financial landscapes of healthcare organizations across the state.

Physicians have been expressing concerns about the financial implications of the new law on their practices, including potential budget constraints and the need to reassess staffing and compensation structures. They may also seek clarification on specific provisions, such as the criteria for waivers and the long-term sustainability of wage increases.

Overall, while CA SB 525 addresses critical issues of wage equity and workforce retention in the healthcare sector, its implementation will require collaboration between policymakers, healthcare employers, and professionals to ensure a balance between economic feasibility and maintaining high-quality patient care.


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