Important Changes to California Employment Law: What Workers Need to Know in 2025

California continues to lead the nation in expanding and strengthening worker protections with several significant new employment laws taking effect in 2025. At Gruzen Moussly Law, we’re committed to helping employees understand their rights under these new laws and ensuring they receive the full protection of California’s robust employment regulations.

Expanded Anti-Discrimination Protections

Two important new laws strengthen California’s already robust anti-discrimination protections. Senate Bill 1137 explicitly recognizes “intersectional discrimination” – discrimination based on a combination of protected characteristics – as illegal under the Fair Employment and Housing Act (FEHA). This means employers cannot discriminate against employees based on the interaction of multiple protected traits, such as age and gender or race and disability.

Additionally, Assembly Bill 1815 further expands protections against race-based discrimination by clarifying that “race” includes traits associated with race, such as hair texture and protective hairstyles. This law specifically protects employees who wear braids, locs, twists, and other culturally significant hairstyles from workplace discrimination.

Enhanced Leave Rights and Protections

Several new laws expand employee leave rights. Assembly Bill 2499 strengthens protections for employees who need time off for jury duty, court appearances, or victim-related activities. Employers must now provide clear notice of these rights and cannot prevent employees from using vacation or paid sick leave for these purposes. Importantly, the law includes strong anti-retaliation provisions to protect employees who exercise these rights.

In a significant change to California’s Paid Family Leave (PFL) program, Assembly Bill 2123 prohibits employers from requiring employees to use their vacation time before accessing PFL benefits. This means you can now access state PFL benefits immediately when needed, without first depleting your accrued vacation time.

New Job Posting Requirements

Senate Bill 1100 introduces important restrictions on when employers can require a driver’s license in job postings. Employers can only include this requirement if driving is genuinely necessary for the position and alternative transportation wouldn’t be comparable in time or cost. This law helps prevent unnecessary barriers to employment and ensures job requirements are genuinely related to job duties.

Union Rights and Worker Communications

The California Worker Freedom from Employer Intimidation Act (SB 399) provides important new protections for workers during union organizing campaigns. The law restricts employers’ ability to require attendance at meetings where they communicate their opinions on religious or political matters, including union organizing. This helps ensure workers can make decisions about union representation free from employer pressure.

Freelance Worker Protections

Senate Bill 988 establishes the Freelance Worker Protection Act, providing important new rights for independent contractors providing professional services. The law sets minimum requirements for contracts between hiring parties and freelance workers when the work is valued at $250 or more. This helps ensure clarity and fairness in freelance working relationships.

Social Compliance Audits

Under Assembly Bill 3234, employers who voluntarily conduct audits for child labor must now publicly disclose their findings by posting audit reports on their websites. This transparency requirement helps ensure accountability in supply chains and workplace practices.

Contact Gruzen Moussly Law to Understand Your Workplace Rights Today

If you believe your rights under any of these new laws have been violated, or if you have questions about how these changes affect your workplace rights, Gruzen Moussly Law is here to help. Our experienced employment attorneys can help you understand your rights and take action when necessary. Contact us today to discuss your situation and learn how these new laws may protect you in the workplace.

Remember, these laws are designed to protect workers, and employers are required to comply with them as of January 1, 2025. Don’t hesitate to reach out if you need assistance understanding or enforcing your rights under these new protections.