As we enter 2025, California employers face significant regulatory updates aimed at strengthening workplace protections, increasing transparency, and ensuring equitable employment practices. To help you navigate these changes effectively, we outline the critical laws taking effect on January 1, 2025, and practical steps to achieve compliance.
Major Employment Law Changes for 2025
- Wage Transparency and Job Requirements
- AB 594: This new law mandates that job listings cannot require a driver’s license unless it is essential to the job function. This aims to prevent unnecessary requirements that could unfairly limit candidate pools, ensuring more equitable hiring practices.
- Strengthened Anti-Discrimination Protections
- SB 1137: Expanding California’s Fair Employment and Housing Act (FEHA), this law prohibits discrimination based on multiple intersecting protected characteristics, such as race and gender. Employers should assess their anti-discrimination policies to align with these comprehensive protections.
- Leave Policy Expansions
- SB 616: Increases the minimum paid sick leave entitlement from three to five days, allowing employees additional time off for health-related needs.
- AB 2011: Expands the small-employer family leave mediation program to include reproductive loss and makes the program permanent. Employers should ensure that policies on family leave reflect these expanded rights.
- Workplace Violence Prevention Measures
- SB 553: Under this law, all employers must implement a written workplace violence prevention program. Employers are required to log violent incidents, conduct preventive training, and keep records of identified hazards. Unions or collective bargaining representatives may seek restraining orders on behalf of employees experiencing workplace violence.
- Prohibition Against Retaliation
- SB 497: Known as the Equal Pay and Anti-Retaliation Act, this law establishes a rebuttable presumption of retaliation if adverse action is taken against an employee within 90 days of a protected activity. This strengthens protections against retaliation, especially in pay discrimination cases.
- Updated Posting Requirements
- AB 2299: The Labor Commissioner will issue a model list of employee rights and responsibilities under California’s whistleblower laws. Employers must post this list prominently in the workplace.
Compliance Strategies for 2025
In light of the foregoing legislative updates, employers are encouraged to undertake a comprehensive compliance review, including by taking action in the following areas:
- Enhance Transparency in Job Requirements and Compensation
- Evaluate job listings to ensure they meet the new standards under AB 594. Regular audits of job requirements and wage structures will also help demonstrate a commitment to transparency and equity.
- Adapt Leave Management Policies
- Incorporate the expanded sick leave and family leave entitlements into existing leave policies. Employers should review leave management strategies to ensure they comply with new mandates while minimizing disruption to business operations.
- Strengthen Anti-Retaliation Practices
- With the stricter anti-retaliation standards under SB 497, employers must carefully document and justify adverse actions taken within 90 days of a protected activity to avoid potential liabilities. Our team can provide guidance on implementing clear anti-retaliation protocols.
- Implement Workplace Violence Prevention
- Employers must establish written programs addressing workplace violence. These programs should include prevention strategies, a log of violent incidents, and training on identifying potential hazards. Our team can assist in developing a compliant violence prevention plan.
- Update Workplace Postings and Notices
- Ensure all legally required workplace postings, including the new whistleblower rights list under AB 2299, are displayed prominently in areas accessible to all employees.
How We Can Help
At Weinberg Gonser LLP, we offer tailored solutions to help California businesses navigate these regulatory changes. From compliance audits to policy updates and workforce training, our team is ready to ensure your business is prepared for 2025’s legal landscape.
Contact Us
Stay ahead of California’s evolving employment laws with our expert legal guidance. Reach out to Weinberg Gonser LLP today to learn how we can support your compliance efforts and help you foster a legally sound, equitable workplace for the future.