Employers are required to pay no less than the San Francisco minimum wage to employees performing work in San Francisco, including part-time and temporary employees.

Employers are required to provide paid sick leave to all employees (including temporary and part-time employees) who perform work in San Francisco.

Employers with 20 or more workers must spend a minimum amount on health care for employees who work 8 or more hours per week.

San Francisco law requires employers to provide supplemental compensation to employees bonding with a child in addition to California Paid Family Leave.

Employers are required to follow strict rules regarding applicants’ and employees’ arrest and conviction record(s) and related information.

Employers must provide employees with lactation breaks and a lactation location, and must have a policy that explains how employees will make a request for lactation accommodation.

Chain stores with at least 40 formula retail establishments worldwide and 20 or more employees in San Francisco, as well as their janitorial and security contractors, must follow legal guidelines that regulate scheduling, hours, retention, and treatment of part-time employees.

Prohibits employers from asking applicants about their current or past salary or disclosing a current or former employee's salary history without the employee's authorization unless the salary history is publicly available.

Employers are required to consider employees' requests for flexible or predictable work arrangements to assist with caregiving responsibilities.

Certain employers must provide employees with supplemental paid leave for up to 30 days of military duty.

Employers with 100 or more employees worldwide are required to provide up to 80 hours of paid leave to each employee who works in San Francisco during a declared Public Health Emergency, as defined by the law

Requires certain successor contractors and subcontractors to retain covered employees for at least 90 days after the termination of a covered service contract and places notification requirements on the awarding authority and terminated contractor.

Public works contractors must pay the prevailing wage rate for the type of work performed.

Learn about the labor law that protects City non-construction workers.

Most City contractors and tenants (including at the Airport) must provide their covered employees with (a) no less than the MCO hourly wage in effect; (b) 12 paid days off per year (or cash equivalent); and (c) 10 days off per year without pay per year.

Most City contractors and tenants (including at the Airport and the Port) must offer health plan benefits to their covered employees, make payment to the Department of Public Health, or, under limited circumstances, make payments directly to their covered employees.

Employers are required to follow strict rules regarding applicants’ and employees’ arrest and conviction record(s) and related information.

Learn about the labor law that promotes workplace harmony between City contractors and unions.

Contractors that supply textile apparel, garments, and corresponding accessories, materials, supplies, or equipment are prohibited from manufacturing or assembling those goods in sweatshop conditions, as defined by the ordinance.

Certain high-value residential rental properties may qualify for reduced real property transfer tax rates if they meet specific criteria.

Obligations of City contractors and subcontractors to comply with City’s Transitional Employment Requirements when contracts covered under Labor and Employment Code Section 102 turnover.

There are no contracting opportunities available at this time.