As 2025 approaches, several new California labor laws are set to impact workers across the state. These changes aim to strengthen workplace rights, enhance safety, and expand protections. Here’s a breakdown of key updates relevant to workers:
- Paid Family Leave Access (AB 2123)
Starting January 1, 2025, employers will no longer be allowed to require employees to exhaust their accrued vacation before accessing California’s Paid Family Leave (PFL) benefits. This change ensures workers can immediately take advantage of wage replacement benefits for bonding with a new child, caring for seriously ill family members, or supporting family members on active duty.
- Workplace Violence Prevention
Employers are required to adopt comprehensive workplace violence prevention plans. These include identifying hazards, implementing corrective measures, and conducting employee training. This initiative enhances worker safety in industries prone to workplace violence.
- Domestic Worker Protections (SB 1350)
For the first time, household domestic workers—such as housekeepers and caregivers—will receive workplace safety protections under Cal/OSHA starting July 1, 2025. While some exceptions apply (e.g., family daycare providers or private employers in their own homes), this marks a significant step toward safer working conditions for domestic laborers.
- Expanded Protections for Victims of Violence (AB 2499)
The definition of “victim” under workplace protections is being broadened to include individuals affected by domestic violence, stalking, or other qualifying violent acts, regardless of legal proceedings. Workers can now use paid sick leave for time off related to these incidents.
- Local Enforcement of Discrimination Laws (SB 1340)
Cities and counties can now enforce local employment discrimination laws if these laws provide protections equivalent to California’s Fair Employment and Housing Act (FEHA). This allows quicker resolution of discrimination claims at the local level.
- Freelance Worker Protections (SB 988)
Independent contractors earning $250 or more per project are guaranteed timely payment under the new “Freelance Worker Protection Act.” Late payments or requiring contract modifications without agreement are prohibited, giving gig workers more financial security.
- Restrictions on Requiring Driver’s Licenses (SB 1100)
Employers are prohibited from mandating driver’s licenses for job positions unless driving is an essential duty. This change prevents unnecessary barriers to employment for individuals without licenses.
- Worker Freedom from Employer Intimidation (SB 399)
Employees can refuse participation in meetings that promote employers’ stances on political or religious issues without fear of retaliation. Violations will incur penalties.
Why These Changes Matter
These laws prioritize worker rights and well-being, addressing issues from safety to discrimination. Whether you’re a domestic worker, an independent contractor, or someone seeking family leave benefits, these changes are designed to improve your experience in the workplace.
If you have specific concerns about these updates or need assistance navigating your workplace rights, please contact us online or at 866-470-2189.