New California Employment Laws

Nia Pearson, Marketing Consultant • December 24, 2023

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Poster reading “New California Employment Laws” with laptop silhouette and orange accents
Four friends walk together on a dark night, dressed in blue, against a black background.

Are you aware of the new California employment laws that go into effect Jan 1, 2024 that can greatly impact your business?

As the business landscape continues to evolve, it is crucial for employers to understand the latest regulations that affect the way you manage your workforce.

Below is a quick cheat sheet of the new California employment laws that go into effect on January 1, 2024 that demand your attention. See the full list here.

California employment laws update graphic for business owners.

Get comprehensive HR solutions from our friends at Jennings Human Resource Solutions.

Together, let’s create thriving workplaces that embrace change and fosters business success.

  • State Minimum Wage Increase: The state minimum wage will increase to $16 per hour. California’s minimum wage previously stood at $15.50. Some cities and counties have a higher local minimum wage, according to the Department of Industrial Relations.

 

  • Paid Sick Leave:  Introduced by State Sen. Lena Gonzalez, SB 616  would apply to employees who have been working in California for the same employer for 30 or more days within their starting year. The bill will require an employee to have no less than 40 hours or five days of accrued sick leave or paid time off by the 200th calendar day of employment, or in each 12-month period.

 

  • Reproductive Leave:  Introduced by State Sen. Susan Rubio, SB 848  would require employers to offer reproductive leave. The California Fair Employment and Housing Act makes it unlawful to refuse or grant a request by an employee to take up to five days upon the death of a family member. This bill would allow reproductive leave within three months of the event and will use other leave balances otherwise available to the employee. An employer may deny leave for more than one reproductive loss within 12 months.

 

  • Work From Home:  Introduced by State Sen. Angelique Ashby, SB 731  requires an employer to provide a 30-day advance written notice before requiring remote employees to return to an in-person setting. The notice would also explain the employee’s right to remain remote as an accommodation, if applicable, to their disabilities.

 

  • Penalizing Cannabis:  Introduced by State Sen. Steven Bradford, SB 700  would make it unlawful for an employer to discriminate against a person in hiring, termination, or any term or condition of employment.
    • (A) The person’s use of cannabis off the job and away from the workplace.
    • (B) An employer-required drug screening test that has found the person to have nonpsychoactive cannabis metabolites in their hair, blood, urine, or other bodily fluids.

 

Three people celebrating with raised hands and smiles against a dark background with confetti.

Don’t let the complexity of the new California employment laws jeopardize your business’s success. Stay informed, stay compliant, and stay ahead of the curve and out of litigation.

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