Hey, Warriors and Bosses!
As 2025 approaches, California employers should prepare for several significant employment law changes. These updates encompass a range of areas, including wage requirements, leave entitlements, and anti-discrimination measures. Here’s a concise overview to help you navigate the upcoming legal landscape.
1. Local Enforcement of Discrimination Claims
Starting in 2025, local governments in California will have the authority to enforce certain state nondiscrimination laws. This change aims to alleviate the backlog of complaints at the state level, potentially leading to increased enforcement actions from local agencies. Employers should ensure their policies and practices comply with state discrimination laws to mitigate risks.
2. Intersectional Nondiscrimination Protections
California has expanded its nondiscrimination laws to include protections against intersectional discrimination. This means that discrimination claims can now be based on a combination of protected characteristics, such as age and gender. Employers should review and update their anti-discrimination policies to reflect this broader scope and train HR personnel to recognize and address intersectional discrimination.
3. Driver’s License Requirements
New regulations restrict employers from mandating a driver’s license for job positions unless driving is an essential job function. Additionally, employers must consider whether alternative transportation methods could reasonably fulfill the job requirements. Job postings and descriptions should be reviewed to ensure compliance with these provisions.
4. Expanded Protections for Victims of Violence
Assembly Bill 2499 introduces enhanced protections for employees who are victims of violence. It prohibits discrimination or retaliation against employees taking time off to obtain restraining orders or secure safe housing. Employers should familiarize themselves with these provisions and update leave policies accordingly to support affected employees.
5. Hiring Requirements for Freelancers
Senate Bill 988 mandates that employers provide written contracts to freelancers receiving at least $250. These contracts must outline payment terms, project scope, and deadlines. Employers engaging independent contractors should implement standardized contract procedures to ensure compliance and maintain clear agreements with freelancers.
6. Paid Sick Leave Expansion
The state has expanded paid sick leave entitlements, increasing the minimum required leave from three days to five days annually. Employers should update their leave policies and inform employees of their enhanced rights to ensure compliance and promote workplace well-being.
7. Restrictions on Captive Audience Meetings
New legislation prohibits employers from requiring employees to attend meetings primarily focused on political or religious matters. This measure aims to protect employees from coercion and maintain a neutral work environment. Employers should review their meeting practices and ensure attendance policies respect employees’ rights.
8. Enhanced Pay Transparency
Employers with 15 or more employees are now required to include pay ranges in job postings. This initiative promotes transparency and aims to address wage disparities. Employers should establish clear compensation structures and ensure job advertisements reflect accurate pay information.
9. Protections for Reproductive Health Decisions
New laws prohibit discrimination based on employees’ reproductive health decisions, including the use of contraceptives or fertility treatments. Employers should update their nondiscrimination policies to include these protections and train management to handle related issues sensitively and lawfully.
Staying informed and proactive in implementing these changes will help California employers maintain compliance and foster a fair and supportive workplace environment.
Lisa Smith, SPHR, SCP
Note: This blog post is for informational purposes only and should not be construed as legal advice. Always consult with a legal professional for advice specific to your situation.
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Lisa Smith, SPHR, SHRM – SCP
Certified EEO Investigator (EEOC)
Lead Support and Content Chief – HelpDeskforHR.com
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