Compliance

Compliance corner: California compliance updates

California Gov. Gavin Newsom signed a slew of employment legislation into law last month, and businesses in the state should begin preparing compliance efforts now. All effective Jan. 1, 2025, these changes touch subjects from paid sick leave to hiring practices. It is imperative that California employers review these new statutes closely and start implementing requisite changes now.  

  • Driver’s licenses for job applicants 
    • Employers in California are no longer permitted to require job applicants to have a driver’s license unless the job function cannot be performed without one.  
    • The law is intended to help nondrivers who rely on public transportation, biking or walking maintain eligibility for work in the same jobs as those who operate a motor vehicle.  
    • This law will take effect Jan. 1, 2025.  
  • Mandatory use of vacation  
    • Employers in California are no longer permitted to require employees use up to two weeks of company vacation time before they start receiving paid family leave insurance benefits.  
  • Expanded uses for paid sick leave 
    • Two bills signed into law last month make significant changes to the state’s Healthy Workplaces Healthy Families Act, the California paid sick leave law.  
    • The first bill does the following, among other things: 
      • Permits employees to take sick/safe leave not only when an employee is the victim of a crime but also when their family member is a victim.  
      • Expands the range of crimes that justify an employee taking safe leave for this purpose.  
      • Expands the reasons why an employee is eligible to take sick/safe leave, including but not limited to: obtaining a restraining order, assisting a family member in obtaining a restraining order, seeking services from a domestic violence shelter, etc.  
    • The second bill makes clear that agricultural employees may use paid sick leave time to avoid outdoor work subjecting them to smoke, heat or flooding conditions related to a state emergency.  
  • Banning captive audience meetings
    • Another law Gov. Newsom signed in September bans employers from holding mandatory meetings that discuss religious or political matters; companies often use such meetings to counter union organizing.  
    • The ban allows employees to seek both injunctive relief and a private right of action that would carry a penalty of $500 per employee.  
    • The bill will be effective Jan. 1, 2025.  

This material is provided for informational purposes only and is subject to change. It is not intended to constitute legal advice. Recipients should consult with counsel before taking any actions based on the information contained within this material.