Understanding California Employment Laws: Key Updates & What You Need to Know in 2024
In California, employment laws are constantly evolving to protect workers and ensure fair labor practices. In 2024, significant updates have shaped the state’s employment landscape, from worker classification changes to minimum wage increases. Staying informed about these laws is crucial for both employers and employees to maintain compliance and protect workplace rights. Here’s a breakdown of the latest employment law changes in California, and why they matter.
1. Minimum Wage Increases
Starting January 1, 2024, California’s minimum wage has increased to $16.00 per hour for all employees, regardless of company size. In cities like San Francisco, Los Angeles, and Oakland, local laws mandate higher minimum wages. Employers should check the specific minimum wage laws in their city to avoid non-compliance.
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2. Paid Sick Leave Expansion
California has expanded its paid sick leave law, providing up to 40 hours of paid sick leave annually, an increase from the previous 24 hours. Employers with fewer than 25 employees are still exempt, but all other businesses must comply with this requirement. This update is significant for both full-time and part-time employees.
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3. Updates to Worker Classification: AB 5 Compliance
Assembly Bill 5 (AB 5) was a landmark legislation that redefined employee classification, particularly affecting gig and freelance workers. In 2024, further amendments have clarified the “ABC Test” requirements, which employers must use to distinguish between independent contractors and employees. Misclassifying workers can lead to hefty fines, so companies relying on contractors must review their classifications.
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4. Pay Transparency Law (SB 1162)
California’s pay transparency laws have made significant strides with SB 1162, which requires employers with 15 or more employees to include salary ranges on job postings. The law aims to promote wage equity and reduce pay discrimination, requiring companies to disclose starting salaries to applicants and maintain pay data records. Employers who don’t comply could face penalties, making transparency a high priority.
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5. Cal/OSHA Heat Illness Prevention Standards
With California’s rising temperatures, Cal/OSHA has reinforced heat illness prevention standards to protect outdoor workers, particularly in agriculture and construction. Employers must provide training, shade, and sufficient water for employees working outdoors to prevent heat-related illnesses. Non-compliance can result in penalties and pose severe health risks to workers.
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6. Family Leave Act Update: CFRA Enhancements
The California Family Rights Act (CFRA) has expanded to allow employees to take up to 12 weeks of job-protected leave for various family and medical reasons. The law now includes leave for “designated persons,” providing greater flexibility for workers with non-traditional family structures. This amendment supports a more inclusive workforce by recognizing diverse family dynamics.
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7. Workplace Safety and COVID-19 Protocols
As of 2024, California employers must follow updated workplace safety protocols under Cal/OSHA’s COVID-19 regulations. This includes maintaining safe working conditions, providing personal protective equipment (PPE), and notifying employees of potential exposure. Although some COVID-specific rules have relaxed, workplace safety remains a high priority.
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Why Staying Updated on California Employment Laws Matters
Understanding and complying with these laws is essential to creating a fair, compliant, and safe workplace. Employers who stay informed not only avoid fines but also foster a positive work culture, which can improve retention and recruitment. Employees, on the other hand, benefit from knowing their rights and ensuring they receive fair treatment under California’s protective employment laws.
Conclusion
The ever-evolving employment laws in California reflect the state’s commitment to progressive worker protections. For businesses, it’s crucial to review these laws regularly and ensure compliance to avoid penalties. For employees, staying informed empowers you to advocate for your rights effectively.
