Hotel Worker Ordinances

Hotel Worker Training Ordinance (HTO)

Beginning December 1, 2025, covered hotel Employers are required to provide public housekeeping training by contracting with a certified third-party entity*, to provide at least six hours of training to staff on a variety of topics as designated in the Hotel Worker Training Ordinance. (See below) The Hotel Employers will be responsible for paying the cost of the training and of their employees' time to take the Public Housekeeping Training.

*The OWS will certify and designate at least one "Public Housekeeping Training Organization" to provide the required hotel housekeeping training. A request for a statement of qualifications will be posted here to begin this selection process. The certified organization(s) will be announced soon thereafter for Hotel Employers to make contact with and coordinate the provision of the training program.

Public Housekeeping Training Organization

The Request for Qualifications (RFQ) process for the selection of qualified training organizations interested in being certified to provide Hotel Worker training, in accordance with LAMC Article 2.1 (Ordinance No. 188610) has concluded. The certified organization(s) will be announced on this page prior to December 1, 2025 for Hotel Employers to make contact with and coordinate the provision of the training program.

Hotel Worker Protection Ordinance (HWPO)

The Hotel Worker Protections Ordinance applies to all Hotels within the City, providing Hotel Workers with the right to personal security devices and premium pay for workload assignments that exceed defined limits.

All covered Employers must fully comply with these Ordinances on their respective effective dates.

Please note: The Rules and Regulations are posted for consideration by employers and employees to understand their responsibilities and rights. We anticipate that these Rules and Regulations will be updated and encourage those implementing any of the Hotel Workers Ordinances to check this page regularly for the latest guidance. A court enforcing the Ordinance may disagree with this guidance and therefore employers should rely upon the advice of their legal counsel.