{"id":4551,"date":"2024-11-17T18:16:24","date_gmt":"2024-11-17T18:16:24","guid":{"rendered":"https:\/\/shegerianconniff.com\/?p=4551"},"modified":"2024-11-17T18:16:24","modified_gmt":"2024-11-17T18:16:24","slug":"2025-emerging-issues-in-california-employment-law","status":"publish","type":"post","link":"https:\/\/shegerianconniff.com\/dev\/2025-emerging-issues-in-california-employment-law\/","title":{"rendered":"2025 Emerging Issues in California Employment Law: What Every Employee Needs to Know"},"content":{"rendered":"

As an employee or contractor in California, it\u2019s crucial that you understand the laws that offer protection from discrimination, wages, and unlawful terminations or demotions. With a new presidency coming up in January and the addition of several new California employment laws<\/a>, what should employees be prepared for? We\u2019ll cover what protections are being added and what may change on a federal level that will impact Californian workers.<\/span><\/p>\n

New California Employment Laws for 2025<\/span><\/h3>\n

Starting in 2025, workers gain several additional protections thanks to the following laws.<\/span><\/p>\n

AB 2123: Changes to Paid Family Leave<\/span><\/h3>\n

Before AB 2123, employees had to use up all of their vacation days prior to claiming paid family leave (PFL). This bill changes that and allows workers to take up to two weeks of PFL to care for a family member or bond with a newborn or newly adopted child without first using up all vacation time. The law goes into effect on January 1st.<\/span><\/p>\n

AB 2299: Create and Post a List of Employee\u2019s Rights and Responsibilities Regarding Whistleblowing<\/span><\/h3>\n

Starting January 1st, all employers must print out an employee\u2019s rights and responsibilities regarding whistleblowing<\/a>. This notice must be placed in clearly visible areas in a font that\u2019s at least 14 points. The poster or posting must include the whistleblower hotline\u2019s number on it.<\/span><\/p>\n

AB 2499: Time Off for Qualifying Victims of Violence<\/span><\/h3>\n

Qualifying victims of violent crimes like domestic violence, rape\/sexual assault, and stalking gain additional protections under AB 2499. It\u2019s expanding to prevent retaliation or discrimination for anyone taking time off for jury duty, a court order, or emotional and physical recovery from a crime. It also includes a guarantee of reasonable accommodations at work and access to paid time off. Employers must share written notice of the changes to the law, which goes into effect on January 1st.<\/span><\/p>\n

AB 3234: Social Audit Reporting Requirements<\/span><\/h3>\n

When social compliance audits are used to determine if child labor is used by an employer, the employer must post a link to the report on its website. The link must be easy to find and access.\u00a0<\/span><\/p>\n

SB 399: No Work Meetings or Talks Regarding Politics or Religion<\/span><\/h3>\n

If an employer is having a meeting that will engage in any political or religious theme, employees cannot be required to attend. They must attend of their own volition. If they do not attend, the employer cannot terminate their job, retaliate, or discriminate against them.<\/span><\/p>\n

SB 988: Additional Protections for Independent Contractors<\/span><\/h3>\n

This is important to keep in mind as there is a chance the federal government will soon make it easier for a company to designate workers as independent contractors. With California\u2019s Freelance Worker Protection Act, anyone working as an independent contractor and paid more than $250 gains the following protections.<\/span><\/p>\n