Starting January 1, 2025, several key changes to California employment laws will take effect. If you have any California employees, these updates apply to your business, regardless of size, unless otherwise specified. Here’s a quick rundown of what’s changing and what you need to do to stay compliant.
- Victim Protection Law Changes
California’s victim protection law is expanding, bringing additional protections for victims of qualifying acts of violence (QAOV) and their families:
- The definition of “victim” now includes those impacted by any QAOV.
- Employees will be shielded from discrimination or retaliation due to a family member’s status as a victim.
- Employers must provide reasonable accommodations to employees whose family member is a victim.
- New reasons for victim leave are added, including situations involving a victimized family member.
- Annual notice of these protections must be provided to all employees, as well as whenever an employee discloses they or their family member is a victim.
What You Should Do:
- Revise your equal employment opportunity (EEO) policy to reflect protections for victims of QAOV and their family members.
- If you have 25 or more employees, update your victim leave policy to align with the new rules.
- Once available, distribute the updated notice from the California Civil Rights Department annually and as needed.
- Expanded Uses for Paid Sick Leave
Employees will be allowed to use paid sick leave for:
- Jury duty.
- Appearing in court as a witness under a court order.
- Any situation covered by the victim leave law when the employee or a family member is a victim.
- Agricultural workers may use paid sick leave to avoid unsafe smoke, heat, or flooding conditions.
What You Should Do:
- Update your paid sick leave policy to reflect these new uses.
- Changes to Paid Family Leave (PFL) Requirements
You can no longer require employees to use up to two weeks of accrued vacation time before they can receive Paid Family Leave (PFL) benefits from the state.
What You Should Do:
- Adjust your family leave policy to remove any requirement to use vacation time before PFL benefits begin for leaves starting January 1, 2025, or later.
- Fair Employment and Housing Act (FEHA) Update
The definition of race under FEHA, which applies to employers with five or more employees, will no longer include the word “historically” when referring to traits associated with race.
What You Should Do:
- Review and revise your EEO policy to ensure compliance with this update.
- Driver’s License Requirements
Employers with five or more employees can no longer require applicants to have a driver’s license unless driving is a job function and alternative transportation would increase employer costs or travel time.
What You Should Do:
- Remove driver’s license requirements from job ads and applications unless the job specifically requires driving.
- Captive Audience Meetings Prohibited
You cannot retaliate against employees for refusing to attend employer-sponsored meetings or receive communications aimed at expressing religious or political views. This law is often used to address anti-union meetings.
What You Should Do:
- Allow employees to opt out of meetings or communications that fall under this law. Train supervisors to comply with these requirements.
For more detailed guidance on these changes and how to implement them, be sure to talk to your human resources department, if applicable, or a labor law attorney. You’ll want to make sure your policies are updated to start 2025 on the right foot so you remain compliant to prevent any penalties that would otherwise be assessed for improper implementation.
