California offer letter for employers
An offer letter confirms the job, pay, start date and employment terms in writing. Here is what changes when the employee works in California.
California rules that affect this form
| Minimum wage | $16.90 per hour |
|---|---|
| Overtime | Yes: 1.5x after 8 hours/day or 40 hours/week, double time after 12 hours/day; special 7th-consecutive-day rules apply. |
| Paid sick leave | Yes: at least 1 hour per 30 hours worked; employers may limit use to 40 hours/5 days per year and cap accrual at 80 hours/10 days. |
| Other rules to know | Pay transparency: employers with 15 or more employees must include a pay scale in job postings. Missed meal or rest breaks require one extra hour of pay at the regular rate. |
What to include
- Job title, manager, start date and work location (or remote status)
- Pay rate and pay frequency, and whether the role is exempt or non-exempt from overtime
- At-will employment statement (where at-will applies) so the letter is not read as a contract
- Contingencies such as a background check or Form I-9 verification
- Benefits summary and when eligibility starts, including any paid sick leave the state requires
- A clear accept-by date and signature line
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Frequently asked questions
Is there an official California offer letter form?
California does not publish one required offer letter for private employers. Use a clear template and make sure it reflects the California rules on this page.
What is the minimum wage in California in 2026?
$16.90 per hour, effective January 1, 2026. Rises to $17.40 on January 1, 2027 (announced by DIR August 13, 2026). Many cities and counties (e.g. Los Angeles, San Francisco, San Jose) have higher local rates, and some industries (fast food, health care) have higher sector rates.
Is paid sick leave required in California?
Yes: at least 1 hour per 30 hours worked; employers may limit use to 40 hours/5 days per year and cap accrual at 80 hours/10 days.
Other California forms
Offer Letter by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.