Upcoming Employment Laws in California in 2026: What Workers and Employers Need to Know

California frequently updates its employment laws to strengthen worker protections and clarify employer responsibilities. Going into 2026, several key changes and proposed reforms are expected to impact wages, scheduling, leave rights, discrimination protections, and more. If you live or work in California—or manage employees here—it’s important to understand these developments so you can protect your rights and stay compliant.

1. Expanded Predictive Scheduling Rights

California has been leading the way in predictive or fair scheduling laws, which require employers to give advance notice of work schedules, provide compensation for last-minute changes, and offer additional hours to existing part-time workers before hiring new staff.

In 2026, many advocates expect:

• Tighter requirements on how much notice employers must provide before schedule changes
• Increased enforcement mechanisms and penalties for noncompliance
• Expanded coverage to more industries beyond retail, hospitality, and food service

These changes would help workers better manage childcare, transportation, healthcare, and other life responsibilities.

2. Minimum Wage and Exempt Salary Threshold Increases

While California’s statewide minimum wage is set to increase annually, employers should be prepared for:

• A potential higher statewide minimum wage in 2026 (following cost-of-living adjustments)
• Corresponding adjustments to the exempt salary threshold for executive, administrative, and professional employees so that exemptions remain meaningful

These adjustments help ensure that employees are fairly compensated and that overtime protections remain robust.

3. Broader Leave Rights and Paid Family Leave Enhancements

California already offers several leave protections, including:

• Pregnancy Disability Leave (PDL)
• California Family Rights Act (CFRA) leave
• Paid Family Leave (PFL) wage replacement

In 2026, changes expected include:

• Expanded definitions of covered family members for bonding leave
• Possible extensions of PFL benefit duration or wage-replacement rates
• Increased coordination between PDL, CFRA, and PFL to reduce coverage gaps

These updates will benefit working families, particularly those balancing caregiving responsibilities.

4. Stronger Anti-Discrimination and Anti-Retaliation Rules

California’s anti-discrimination laws are already among the strongest nationwide. Proposed 2026 updates could include:

• Broader definitions of protected characteristics
• Expanded protections for remote and gig workers
• Stronger remedies and penalties for retaliation after reporting discrimination

This would reinforce protections for workers who speak up about unlawful conduct without fear of punishment.

5. Pay Transparency and Equal Pay Enforcement

California’s pay transparency laws require salary ranges in job postings and prohibit reliance on prior salary history to set pay. In 2026, enforcement efforts are expected to increase with:

• Higher civil penalties for noncompliance
• Expanded employee rights to obtain pay scales internally
• Additional anti-retaliation enforcement tied to pay discrimination

These measures support efforts to close wage gaps and ensure fair hiring practices.

6. Remote Work and Gig Economy Protections

As remote work and gig-based employment become more common, California lawmakers are exploring:

• Protections for remote employees regarding wage, benefit, and expense reimbursement
• Clarifications on classification (employee vs. independent contractor)
• Portable benefits frameworks for gig workers

2026 may see model legislation providing clarity and protections for these work arrangements.

What This Means for Employees

If you work in California in 2026, these anticipated changes can affect:

• Your work schedule and income stability
• Your ability to take time off for family or medical needs
• Your rights against discrimination and retaliation
• Your access to clear and fair compensation information
• Your protections as a remote or gig worker

Staying informed helps you recognize violations and assert your rights effectively. If you experience unlawful treatment at work, you do not have to handle it alone.