Changes to California Employment Laws for 2025

As we step into 2025, California continues to lead the way in employment legislation, ensuring the protection and fair treatment of its diverse workforce. Here are some of the key changes to employment laws that employers and employees should be aware of:

1. Ending Subminimum Wages

Starting January 2025, SB 639, originally enacted in 2021, fully takes effect. This law ensures that workers with disabilities earn at least the standard minimum wage by ending new subminimum-wage licenses and phasing out existing ones. This change affirms California’s commitment to fair pay and equal treatment for all workers, regardless of ability.

2. Safety During Extreme Weather

Farmworkers now have the right to take sick leave during dangerous weather conditions, thanks to SB 1105. This law aims to protect the health and safety of farmworkers who often work in harsh environmental conditions.

3. Event Safety Standards

AB 2738 introduces new safety and training requirements for live events, ensuring the protection of both workers and audiences. This law builds upon existing regulations to create safer environments for everyone involved in live events.

4. Fair Treatment for Freelancers

SB 988 mandates that freelancers receive written agreements and timely payment for work valued at over $250. This law aims to provide greater financial security and clarity for freelance workers, who often face challenges in securing fair compensation.

5. No Unnecessary Driver’s License Requirements

Under SB 1100, employers are prohibited from requiring a driver’s license unless driving is an essential part of the job. This law helps prevent discrimination against individuals who may not have a driver’s license but are otherwise qualified for the job.

6. Intersectionality in Anti-Discrimination Laws

SB 1137 makes California the first state to explicitly adopt the concept of intersectionality into its anti-discrimination laws. This law clarifies that discrimination based on the intersection of two or more protected traits is prohibited.

7. Captive Meetings Ban

SB 399 prohibits employers from requiring employees to attend mandatory meetings that discuss the employer’s opinions on religious or political matters, including union discussions. Employees who refuse to attend such meetings must continue to be paid, and employers face penalties for violations.

Employers should review these changes to California employment law carefully to ensure compliance, while employees can look forward to enhanced protections and rights in 2025. For more information on California employment law, give us a call at (213) 553-4550 or visit us online.