As of January 1, 2025, several new labor laws have taken effect in California, introducing significant changes that will likely have an impact on both employers and employees across the state. These laws cover a range of areas, including minimum wage adjustments, enhanced worker protections, and updated leave policies. Here are some of the key legislative changes to note for 2025.
New California Labor Laws for 2025
A series of new labor laws affecting employers and workers across California will take effect in 2025. These developments have often been in the works for some time. The new laws have various functions, but most of them aim to improve worker protections. We run through some of the new California labor laws for 2025 below.
Minimum Wage Increases
The minimum wage in California has increased to $16.50 per hour for all employers, regardless of company size. Certain fast-food employees are now entitled to a minimum wage of $20 per hour.
Eligible healthcare workers must receive a minimum wage of $23 per hour through June 30, 2025, with an increase to $24 per hour thereafter. It is important to note that some cities and counties have higher minimum wages than the state’s rate. In such cases, employers will be required to pay their workers the higher minimum wage.
Paid Family Leave (PFL) Amendments
If you are caring for a new baby or a sick family member, you will see an improvement in your benefits under Senate Bill 951, which passed in 2022. Under this law, workers with incomes of under $63,000 a year will be eligible to receive 90% of their salary when taking leave.
That’s an increase from the previous 70% of pay for which these lower-paid workers were eligible. Workers who earn more than $63,000 will receive 70% of their pay. Also, employers can no longer require employees to use up to two weeks of accrued vacation before accessing their Paid Family Leave benefits. You are now immediately eligible for PFL if you qualify.
‘Captive Audience Meetings’
A new law also makes it unlawful for employers to penalize an employee who declines to attend a meeting where their employer discusses their opinion about “religious or political matters,” including whether or not to join a union.
According to unions, these “captive audience meetings” serve to intimidate workers and hamper their efforts to organize. However, this law is facing legal challenges from business groups such as the California Chamber of Commerce and the California Restaurant Association, who have filed lawsuits arguing that it violates companies’ rights to free speech and equal protection under the U.S. Constitution.
Protections for Independent Contractors
The Freelance Worker Protection Act mandates that hiring parties must provide independent contractors with a written contract detailing services, payment amounts, and due dates for work that amounts to more than $250.
Full payment is required by the specified due date or within 30 days after work completion if no date is provided. The law allows freelancers to enforce their rights if employers fail to comply with the rules. For example, an independent contractor could sue and be awarded $1,000 if an employer refuses to provide a written contract, as well as damages up to twice the unpaid amount.
AI-Related Legislation
One of the big wins when it comes to placing safeguards around rapidly growing AI technology was Assembly Bill 2602. The goal of this Bill is to protect actors and other performers by making it illegal for artificial intelligence to replicate their voice or likeness without permission.
Under this law, which SAG-AFTRA backs, employers would not be allowed to use an AI version of a performer’s voice or likeness if that usage replaces work that the performer could have been compensated for or done in person. Another law, AB 1836, aims to prevent dead actors’ voices from being exploited by mandating a $10,000 fine for such usage without consent from the person’s estate.
Workplace Discrimination
In September 2024, Gov. Gavin Newsom signed SB 1137 into law, which clarifies that discrimination can occur based on a combination of protected characteristics. This approach to understanding workplace discrimination, which recognizes intersectionality in identities, is a policy change, but experts say it is a concept many employers understand in theory.
The Los Angeles Times reports that another law, Senate Bill 1340, “opened up the capacity for cities to enforce workplace discrimination laws on their own that previously was the domain of state agencies like the California Civil Rights Department.”
This essentially allows local agencies to play a more active role in handling discrimination complaints, resulting in faster responses and remedies for employees.
Farmworker Sick Leave
Senate Bill 1105 will allow California’s farmworkers to use sick leave when environmental conditions prove too dangerous for them to work safely. This law is particularly expected to benefit agricultural employees who work outside to use their accrued paid sick leave to avoid smoke, heat, or flooding conditions created by a local or state emergency.
What Can You Do If Your Employer Is Violating Labor Laws?
If your employer is violating labor laws, it is crucial that you take action promptly to protect your rights. Here are a few steps you can take:
- Understand your rights. Familiarize yourself with California’s labor laws and your specific industry. Key areas include minimum wage, overtime pay, workplace safety, anti-discrimination protections, and meal and rest breaks. In California, for example, you can review labor codes on the California Department of Industrial Relations (DIR) website, or consult with an attorney.
- Document the violations. Be sure to keep detailed records of any incidents or practices that you believe violate labor laws. Include dates, times, locations, and any communications (emails, texts or memos). Maintain copies of your employment contract, pay stubs, and work schedules as evidence.
- Report internally. If feasible, raise the issue with your employer or human resources department. Sometimes, employers may not be aware of violations and will correct them once informed. Communicate your concerns professionally and in writing to create a record.
- File a complaint. If internal reporting does not resolve the issue or if retaliation occurs, file a complaint with the appropriate agency. Contact the California Labor Commissioner’s Office for wage violations or unsafe working conditions. For workplace discrimination or harassment, file your complaint with the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC).
- Seek legal advice. Contact an experienced employment attorney, especially if the violation is severe or widespread. Many attorneys offer free initial consultations.
- Protect yourself against retaliation. California laws protect workers from retaliation for reporting violations. If retaliation occurs, report it immediately to the Labor Commissioner or seek legal assistance.
If you believe your employer is violating labor laws, contact an expert employment lawyer at Bisnar Chase as soon as possible. Our law firm has been in business for more than 46 years, with a 99% success rate and nearly $1 billion recovered for our clients. We have a labor law department that deals specifically with employment cases such as wrongful termination, meal and break time issues, and wage and hour violations. Contact us for a free consultation to find out if you have a case.
Sources: https://www.gov.ca.gov/2024/12/28/new-in-2025-protecting-more-workers/
https://www.latimes.com/business/story/2025-01-05/new-california-labor-laws-in-2025-what-to-know
