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Reminder: DWC Announces Temporary Total Disability Rates for 2025

29 Nov

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We wanted to remind California Employers that the California Division of Workers’ Compensation (DWC) has announced the new Temporary Total Disability (TTD) rates for 2025.

  • Starting January 1, 2025:
    • The minimum TTD rate will increase from $242.86 to $252.03 per week
    • The maximum TTD rate will increase from $1,619.15 to $1,680.29 per week.

These adjustments are based on the increase in the State Average Weekly Wage (SAWW), which rose by 3.77% from $1,642 to $1,704 for the 12 months ending March 31, 2024.

  • The SAWW is used to calculate the minimum and maximum TTD rates to ensure they reflect changes in average wages.

The calculation of the 2025 SAWW increase is as follows:
(2024 SAWW – 2023 SAWW)/2023 SAWW
$1704 – $1642 = 62/1642 = 3.77588%

The calculation of minimum TTD rate for 2025 is as follows:
Minimum earnings for 2025 x SAWW increase x 2/3 = minimum TTD rate for 2025
$364.29 x 1.0377588 = $378.05 minimum TTD earnings x 2/3 =$252.03 minimum rate for 2025

The calculation of maximum TTD rate for 2025 is as follows:
Maximum earnings for 2025 x SAWW increase x 2/3 = maximum TTD rate for 2025
$2428.72 x 1.0377588 = $2,520.43 maximum TTD earnings x 2/3 = $1680.29 maximum rate for 2025


For additional information visit the following pages:

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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