New California Employment Laws for 2025

Governor Gavin Newsom recently signed a series of new employment laws set to impact California employers starting January 1, 2025.

These employment laws cover a range of important issues:

1. SB 399 (Captive Audience Meetings): This law prohibits employers from mandating employee attendance at meetings regarding religious or political matters, including decisions to join labor organizations. Violations can lead to penalties.
2. SB 988 (Freelancers): The Freelance Worker Protection Act requires written contracts between freelancers and hiring parties, detailing services, compensation, and payment schedules. This law aims to protect freelancers from unfair payment practices.
3. SB 1100 (Driver’s License Discrimination): Employers are now prohibited from requiring a driver’s license in job advertisements unless driving is an essential part of the job.
4. SB 1105 (Sick Leave Expansion for Agricultural Workers): Agricultural employees can now use paid sick leave to avoid hazardous working conditions caused by emergencies such as heat, smoke, or floods.
5. SB 1340 (Local Anti-Discrimination Enforcement): This law allows local governments to enforce state anti-discrimination laws, potentially expanding protections for employees.
6. SB 1137 (Intersectional Discrimination): Expands anti-discrimination protections by recognizing combined characteristics (e.g., race and gender) as protected under California law.
7. AB 1034 (PAGA Exemption for Unionized Construction Workers): Extends PAGA exemptions for unionized construction workers, provided the collective bargaining agreement meets specific conditions.
8. AB 1815 (CROWN Act Update): Expands the definition of race to include traits such as hair texture and protective hairstyles like braids and locs.
9. AB 2123 (Paid Family Leave): Eliminates the requirement for employees to use accrued vacation time before accessing Paid Family Leave benefits.
10. AB 2499 (Crime Victim Leave Expansion): Expands leave options for crime victims and their families and requires employers to notify employees of their rights under this law.
11. AB 3234 (Social Compliance Audits): Employers who voluntarily undergo audits for child labor compliance must publicly post their findings online.

These new laws reflect significant shifts in employment regulations and may increase litigation as employers adapt to the changes. For more details on how these laws might affect your business, contact Heidari Law Group for expert employment law guidance.

Questions People Have for New 2025 Employment Laws

How will SB 399 (Captive Audience Meetings) affect company meetings?

Under SB 399, employers can no longer force employees to attend meetings related to religious or political matters, including discussions about joining labor unions. Employers must respect an employee’s right to opt out of these meetings without fear of repercussions.

What should freelancers know about the new Freelance Worker Protection Act (SB 988)?

Freelancers should be aware that the new law requires a written contract between the freelancer and the hiring party. This contract must outline the services provided, compensation terms, and payment schedules. The goal is to ensure fair payment practices and provide legal recourse if issues arise.

Can employers still require a driver’s license for certain job positions?

Employers can only require a driver’s license if driving is an essential part of the job. SB 1100 prohibits the inclusion of a driver’s license requirement in job advertisements unless it is necessary for the job role.

How does SB 1105 impact agricultural workers’ rights?

SB 1105 allows agricultural workers to use their paid sick leave when they need to avoid hazardous working conditions caused by emergencies, such as extreme heat, smoke from wildfires, or floods. This gives them more control over their health and safety.

What does SB 1340 mean for employees facing discrimination?

SB 1340 grants local governments the authority to enforce state anti-discrimination laws. This means employees may have additional avenues to file discrimination complaints and seek justice at the local level, potentially leading to greater protections in the workplace.

How does SB 1137 (Intersectional Discrimination) broaden anti-discrimination protections?

SB 1137 expands anti-discrimination laws to protect individuals based on the intersection of characteristics such as race, gender, sexual orientation, and more. This means that discrimination claims can address situations where employees face biases due to a combination of their identities, not just one characteristic.

What changes does AB 1815 (CROWN Act Update) introduce?

AB 1815 updates the definition of race in employment law to include natural hair textures and protective hairstyles like braids, locs, and twists. This change aims to protect employees from discrimination based on their natural hair or cultural hairstyles.

Does AB 2123 mean employees can use Paid Family Leave right away?

Yes, AB 2123 removes the previous requirement for employees to exhaust their accrued vacation time before accessing Paid Family Leave. Employees can now directly apply for Paid Family Leave benefits when they need to care for a family member.

How does AB 2499 (Crime Victim Leave Expansion) benefit employees?

AB 2499 allows employees who are crime victims, or their family members, to take time off for legal proceedings or related activities. Employers are also required to inform employees about their rights under this law, ensuring that crime victims receive the support they need.

What is the purpose of AB 3234 (Social Compliance Audits)?

AB 3234 encourages employers to conduct voluntary audits for child labor compliance. By making audit findings public, it promotes transparency and accountability, ensuring that companies adhere to child labor laws and maintain ethical practices.

If you need further clarification on these laws or assistance in adapting your business practices, contact Heidari Law Group for professional employment law advice.

***Disclaimer: This page is created by Heidari Law Group for educational purposes. This article provides a general understanding of the law. It does not provide specific advice. By using this site and reading through this page, there is no attorney-client relationship created between you and any member of Heidari Law. Further, due to the constant change of the law, some parts of the information above may no longer be good law.