Description
California IWC Wage Order No. 15 – Household Occupations Poster
California IWC Wage Order No. 15 regulates wages, hours, and working conditions for employees working in Household Occupations. The order covers services related to the care of persons or maintenance of a private household or its premises when the worker is employed by a private householder.
California employers should determine whether Wage Order No. 15 applies to their household employees and maintain the applicable Wage Order where employees can easily read it.
What Is California IWC Wage Order No. 15?
IWC Wage Order No. 15-2001 regulates wages, hours, and working conditions for employees in California household occupations.
Unlike industry-based Wage Orders, Wage Order No. 15 is an occupation-based order specifically addressing employees who provide household maintenance or personal care services in or around a private household.
What Are Household Occupations?
California defines Household Occupations as services related to the care of persons or maintenance of a private household or its premises when performed by an employee of a private householder.
Household occupations can include:
- Butlers
- Chauffeurs
- Companions
- Cooks
- Day workers
- Gardeners
- Graduate nurses
- Grooms
- House cleaners
- Housekeepers
- Maids
- Practical nurses
- Tutors
- Valets
- Other similar household occupations
Does Wage Order 15 Apply to Housekeepers and Maids?
Yes, when the applicable requirements are met. California specifically identifies house cleaners, housekeepers, and maids as examples of household occupations covered by Wage Order No. 15 when employed by a private householder.
Household employers should comply with applicable California wage, hour, meal period, rest period, recordkeeping, and other employment requirements for covered workers.
Does Wage Order 15 Apply to Household Gardeners?
Yes. Gardeners employed by a private householder to maintain a private household or its premises are specifically identified among the occupations that can fall under Wage Order No. 15.
Different rules may apply when landscaping or gardening services are provided through a separate business or contractor rather than through employment by the private householder.
Does Wage Order 15 Apply to Nannies and Babysitters?
Some childcare workers employed in private households may be covered by Wage Order No. 15. California also establishes special rules for workers who qualify as personal attendants.
A personal attendant can include a babysitter or another worker employed to supervise, feed, or dress a child or a person who requires supervision because of advanced age, physical disability, or mental deficiency.
Whether a particular nanny, babysitter, caregiver, or other household worker qualifies as a personal attendant depends on the worker's actual duties and applicable California law.
What Is a Personal Attendant?
Under Wage Order No. 15, a personal attendant includes certain babysitters and other workers employed in a private household to supervise, feed, or dress a child or a person who needs supervision because of advanced age, physical disability, or mental deficiency.
Personal attendant status generally applies only when the employee does not spend a significant amount of work time performing duties other than supervising, feeding, or dressing the person receiving care.
California defines a significant amount of other work for this purpose as more than 20 percent of the employee's work time.
Housekeeping Duties and the 20 Percent Rule
The distinction between a personal attendant and another household employee can be important.
Other work can include household duties such as:
- Making beds
- Preparing meals
- Washing clothes
- House cleaning
- Other household maintenance services
If these additional duties exceed the applicable limit, the worker may not qualify for the personal attendant provisions of Wage Order No. 15.
Nurses and Household Care Workers
California specifically identifies graduate nurses and practical nurses among the household occupations covered by Wage Order No. 15.
California's Wage Order classification guidance also explains that workers who regularly administer medication or take temperatures, pulse, or respiratory rates can fall within a nursing classification rather than qualifying as personal attendants.
Household employers should evaluate the actual duties performed by caregivers and nursing personnel when determining the requirements that apply.
Private Household Employee vs. Household Service Company
Wage Order No. 15 generally addresses household occupations performed by an employee of a private householder.
California's Wage Order classification guidance explains that workers performing these types of occupations for an employer other than the private householder may be covered by another Wage Order.
For example, employees of a cleaning company, landscaping company, home-service business, or other commercial employer may fall under a different California Wage Order even when their work is performed at a private residence.
What Workplace Rules Does Wage Order 15 Cover?
California IWC Wage Order No. 15 contains requirements addressing wages, hours, and working conditions for covered household employees, including provisions concerning:
- Hours and days of work
- Overtime compensation
- Minimum wages
- Payroll and employment records
- Cash shortages and breakage
- Uniforms and equipment
- Meals and lodging
- Meal periods
- Rest periods
- Suitable seating
- Exempt employee classifications
- Personal attendants
- Other household working conditions addressed by the order
California Minimum Wage and Household Employees
California's statewide minimum wage is updated separately from the underlying IWC Wage Orders. Household employers should comply with the current California minimum wage and determine whether additional state or local wage requirements apply.
California's current minimum wage information should be reviewed together with Wage Order No. 15 when determining compensation requirements for household employees.
Overtime for Household Employees
California household employees can be entitled to overtime compensation depending on their duties, hours worked, living arrangements, and classification under applicable California law.
Special rules can apply to personal attendants and certain live-in household employees. Household employers should therefore determine the worker's correct classification before calculating overtime.
Live-In Household Employees
Employees who live in the household where they work can be subject to special California wage-and-hour provisions.
Employers of live-in household workers should carefully review Wage Order No. 15 and applicable California domestic worker laws when determining compensable hours, time off, meal periods, sleeping periods, and overtime obligations.
Meal and Lodging Credits
Wage Order No. 15 contains provisions addressing meals and lodging furnished by an employer.
California limits when and how meals or lodging can be credited toward an employee's wages. Household employers providing room or board should review the current California Minimum Wage Order and applicable Wage Order requirements before applying a meal or lodging credit.
Meal Period Requirements
Wage Order No. 15 contains meal period provisions for covered household employees. The requirements that apply can depend on the employee's classification and working arrangement.
Household employers should ensure that covered employees receive applicable meal periods and that any special provisions affecting live-in employees or personal attendants are properly applied.
Rest Period Requirements
Covered household employees may also be entitled to authorized and permitted rest periods under California law.
Personal attendants are subject to different provisions of Wage Order No. 15 than other household employees, making correct worker classification particularly important.
Does Wage Order 15 Apply to Exempt Employees?
Wage Order No. 15 contains exemptions from certain sections for employees who satisfy California's requirements for executive, administrative, or professional exemptions.
Whether an employee qualifies as exempt depends on actual job duties, compensation, and other applicable legal requirements. A job title or salaried status alone does not establish an exemption.
Where Must IWC Wage Order 15 Be Posted?
California Wage Order No. 15 states that the order must be posted where employees can easily read it.
For a private household employer, the notice should be maintained in an accessible location where covered household employees can review their applicable wage-and-hour rights.
Is California IWC Wage Order No. 15 Required?
Yes, when Wage Order No. 15 applies to the household employee. The official California notice states that the order must be posted where employees can read it easily.
Household employers should also determine which other California employment notices and requirements apply to their domestic workers.
How Do I Know Whether Wage Order 15 Applies?
Wage Order No. 15 generally applies when a private householder employs an individual to provide services related to the care of persons or maintenance of the private household or its premises.
Workers performing similar services for a business or other employer may fall under another California Wage Order.
Employers should evaluate who employs the worker, where the work is performed, the worker's actual duties, whether the employee qualifies as a personal attendant, and whether another Wage Order applies.
IWC Wage Order No. 15 Poster Specifications
- California Household Occupations Wage Order
- Designed for household employee compliance
- Printed for clear and legible display
- Laminated for added durability
- Available in applicable language options
California Labor Law and Compliance Resources
Labor Law Compliance Center provides employers with California labor law posters, IWC Wage Orders, city and local workplace notices, specialty postings, and compliance resources throughout the United States. Browse our California IWC Wage Orders or visit our California Labor Law Posters page for additional California workplace posting requirements and compliance products.
