New CA Statutes and Rulings 2024
California Employment Law Updates for 2024
The California legislature and judiciary have introduced several significant changes to employment regulations for 2024. Here are the most impactful updates:
California Employment Law Updates for 2024
The California legislature and judiciary have introduced several significant changes to employment regulations for 2024. Here are the most impactful updates:
Paid Sick Leave: Starting January 1, 2024, employees will accrue one hour of paid sick leave for every 30 hours worked, with specific accrual thresholds. Employers should also send out the new Labor Code section 2810.5 Notice to Employee and post the new Paid Sick Leave Notice poster, both of which are available through the DIR’s website.
Minimum Wage Increases: The minimum wage will rise to $16.00 per hour for most employees, with higher rates for fast food and healthcare workers at $20 per hour. Employers of healthcare employees should be on the lookout for potential minimum wage increases between $18.00 and $23.00 per hour starting later this year.
Criminal Background Checks: Employers cannot inquire about an applicant’s criminal history before extending a conditional job offer, effective October 1, 2023. Once a conditional job offer is extended, the employer may conduct a criminal background check if the employer in good faith believes a criminal background investigation is appropriate.
Whistleblower Protections: If an employer takes negative action against an employee within 90 days of the employee doing something protected by law (like reporting a violation), it will be assumed that the employer is in the wrong unless they can prove otherwise. The law also increases the fines for employers who break these rules, up to $10,000 per employee for each violation. This makes it easier for employees to win their cases and increases the penalties for employers who violate the law.
Reproductive Loss Leave: Employers must provide up to 20 days of unpaid, job-protected leave for reproductive loss events. A reproductive loss event includes miscarriage, unsuccessful assisted reproduction like IVF or IUI, failed surrogacy, or failed adoption. Unlike other types of bereavement leave in California, employers cannot request documentation to verify a reproductive loss event.
Off Duty Marijuana Use: Employers will be prohibited from asking employees or applicants about their past marijuana use. Additionally, employers cannot use an employee’s or applicant’s criminal conviction history for marijuana as a reason for taking negative employment actions.
Understanding employment law is vital for both employees and employers, as it encompasses rights and responsibilities within the workplace. Facing legal challenges such as wage and hour disputes, overtime compensation, meal and rest break entitlements, or issues of employee classification can be daunting. It is imperative to seek expert legal counsel to navigate these complexities effectively.
Employers should update their policies and consult with legal counsel to ensure compliance with these new regulations.