California Employment Law – 2025 Updates

California is on the cusp of sweeping and transformative changes in state Employment Law. Governor Gavin Newsom just finished vetoing and signing new legislation on September 30, 2024.  Effective January 1, 2025 or sooner, these bills represent some of the most impactful legal reforms the state has seen in years. As California continues to lead the nation in progressive employment standards, this legislation will undoubtedly shape the future of workplaces across the state.

In this timely and informative webinar, taking place just after Governor Newsom's decisions are finalized, but before they go into effect, we will provide a deep dive into each of the new laws, analyzing their intent, scope, and the practical implications they carry for both employers and employees.  We’ll take a comprehensive look at which bills were signed into law —giving you the full picture of the evolving legal landscape in real time.

Webinar Objectives

Stay ahead of the curve with expert insights into the latest California Employment Law developments. Learn what changes are coming and how to prepare your organization to ensure compliance.

In this training, you will learn:

• Overview of the new legislation;
• Which pieces of legislation the Governor signed into law;
• Key changes affecting California employers;
• Compliance strategies for HR and legal teams;
• Potential legal risks and how to mitigate them; and
• Practical guidance on adapting workplace policies.

We will discuss:

• June 18, 2024 “PAGA Reform Agreement,” aimed at fundamentally reforming PAGA;
• “Captive Audience” Meetings
• Driver’s License Requirements in Job Advertising
• Intersectionality as a New FEHA Protected Category
• Victim Time Off Provisions
• Changes under Paid Family Leave
• Freelance Worker Protection Act
• Construction Industry PAGA Exemption
• Amendments to The CROWN Act
• Workers’ Compensation Notice
• Child Labor Compliance
• Enforcing Local Anti-Discrimination Laws

Webinar Agenda

Employee Rights and Protections

• PAGA Reform Agreement (June 18, 2024): Overview of changes and their impact on labor disputes.
• Captive Audience Meetings: Understanding the new restrictions and their effect on workplace communication.
• Victim Time Off Provisions: Expanded leave rights for employees experiencing domestic violence, sexual assault, or stalking.

Anti-Discrimination and Inclusion

• Intersectionality as a New FEHA Protected Category: Expanding workplace protections for employees with multiple intersecting identities.
• Amendments to The CROWN Act: New protections against hairstyle-based discrimination.
• Enforcing Local Anti-Discrimination Laws: Overview of regional enforcement and compliance.

Workforce Flexibility and Freelance Work

• Freelance Worker Protection Act: New regulations impacting contracts and payments for independent contractors.
• Driver’s License Requirements in Job Advertising: Changes in job ad requirements regarding valid driver’s licenses.

Industry-Specific Changes

• Construction Industry PAGA Exemption: Explanation of the PAGA exemption and its implications for construction employers.
• Child Labor Compliance: New compliance requirements for employers hiring minors.

Leave and Compensation

• Changes under Paid Family Leave: Expanded benefits and broader family definitions.
• Workers’ Compensation Notice: Updated requirements for workers' compensation notices.

Webinar Highlights

1. PAGA Reform Agreement (June 18, 2024)

Highlight: The recent reforms to California’s PAGA (Private Attorneys General Act) aim to streamline the process and reduce legal complexities for both employees and employers. Understanding the impact of these changes is crucial for compliance and reducing legal risks.

2. Captive Audience Meetings

Highlight: New restrictions limit when employers can require attendance at meetings where sensitive topics like politics or religion are discussed. Employers should be aware of how these changes affect their ability to communicate with employees on certain issues.

3. Intersectionality as a New FEHA Protected Category

Highlight: California’s Fair Employment and Housing Act now protects individuals from discrimination based on the intersection of multiple identities. Employers need to be aware of these expanded protections and how they influence workplace practices.

4. Driver’s License Requirements in Job Advertising

Highlight: The new legislation changes when employers can require a valid driver’s license for job positions. This update impacts job postings and the hiring process, especially for non-driving roles.

5. Freelance Worker Protection Act

Highlight: The new law provides additional protections for freelance workers, including specific requirements for contracts and timely payments. Companies working with independent contractors need to review their processes to ensure compliance.

6. Amendments to The CROWN Act

Highlight: The CROWN Act has been expanded to offer more comprehensive protections against discrimination based on hairstyles. Employers should ensure their grooming and appearance policies align with the updated law.

7. Changes under Paid Family Leave

Highlight: California has broadened its Paid Family Leave program qualifications and benefits. Employers must adjust their leave policies accordingly to meet the updated requirements.

8. Victim Time Off Provisions

Highlight: New legislation expands protections for employees who are victims of domestic violence, sexual assault, or stalking, allowing them more time off to address personal matters. Employers must understand these expanded rights and adjust leave policies accordingly.

9. Construction Industry PAGA Exemption

Highlight: The construction industry now expanded exemptions under PAGA, which alters how claims are handled for this sector. Employers in this field need to understand the nuances of the exemption and its implications.

10. Workers’ Compensation Notice

Highlight: Changes in legislation require updated workers’ compensation notices to be provided to employees. Employers should review and ensure compliance with the new posting and notification requirements to avoid penalties.

11. Child Labor Compliance

Highlight: California has strengthened its child labor voluntary audit requirements.  Companies need to be vigilant about these updated regulations to avoid violations and protect young workers.

12. Enforcing Local Anti-Discrimination Laws

Highlight: California continues to empower local governments to enforce anti-discrimination laws, which may vary by region. Employers should stay informed about local ordinances to ensure they’re meeting all compliance obligations.

Who Should Attend

• HR Professionals
• Business Owners/Executives
• Human Resources professional
• Employment Law Attorneys
• Compliance Officers
• Labor Unions
• In-House Counsel
• Payroll Administrators
• Risk Management Professionals
• Supervisors and Managers
• Recruiters and Staffing Agencies
• Public Sector Employers
• Employee Advocacy Groups

Credit(s)

IRS CPE Credits: 1 Tax hour