2026 California Employment Law Update — Watch the Replay & Download the Slides
Presented by: Andrea Suarez ParisRecorded live on: November 12, 2025Duration: 1 hour Watch the Replay If you missed the live session, you can now watch the full 2026 California Employment Law Update Webinar below. This session covers the new 2026 California employment laws and shares practical tips and resources to keep help employers prevent costly technical mistakes. Download the Slide Deck All attendees and readers are welcome to access the presentation slides.The deck includes summaries of each new law, compliance checklists, and key deadlines. What We Covered The 2026 employment law updates do not involve major overhauls. Instead, they are smaller but meaningful compliance details that can be costly to employers if they go unnoticed. These are the “small mounds” that can trip employers who are not paying attention. Below is a summary of what was covered in the webinar. Why This Matters Even small compliance oversights can lead to significant consequences. A missed or incomplete training record, an outdated notice, or an incorrect wage rate can result in penalties, lawsuits, or Private Attorneys General Act (PAGA) claims. The annual … Continue reading
2026 California Employment Law Update Webinar: What Employers Need to Know
Are you prepared for what’s coming? California employment laws evolve fast, and 2026 is bringing significant changes that employers need to prepare for now. From expanded protections to new compliance requirements, staying ahead is not just smart, it protects your business from costly legal pitfalls. Join us for a free, one-hour live webinar designed to help California employers navigate the updates coming in 2026 with clarity and confidence. Date & Time Wednesday, November 12, 202512:00 – 1:00 PM PSTLive on Zoom What You’ll Learn During this session, we’ll cover: Who Should Attend This webinar is ideal for: If you manage employees in California, this is for you. Why Attend? Subscribe to our newsletter * indicates required Email Address * First Name * I am: * A Business OwnerAn Attorney/AdvisorInterested in General Laws Please read our disclaimer.
Employer Guide | Preparing for DHS and ICE Investigations & Raids
With increasing workplace immigration enforcement, employers must be prepared for visits from the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE). ICE agents may appear at business to 1. investigate compliance with workplace rules as they relate to immigration laws (Form I-9 audit) or 2. enforce immigration laws (an ICE raid or an attempt to detain a worker). The thought of having any type of government agent appear at your workplace is stress inducing. However, knowing your rights and having a response plan will ease your anxiety. Here is a step-by-step guide to handling ICE visits and audits while ensuring compliance with the law. 1. Understanding ICE Workplace Actions ICE may seek to enter a business for three main reasons: Key Takeaway: Be prepared for each of these scenarios by understanding your rights and responsibilities. 2. Preparing for an ICE Visit Proactive planning can prevent confusion and legal missteps. Employers should: 3. What to Do When ICE Arrives Best Practice: If possible, record the event on video to document any potential legal violations. 4. Handling a Form … Continue reading
2025 California Employment Law Updates: Webinar Recap and Presentation Download
2025 is set to bring critical changes to California employment laws, and staying ahead of these updates is essential for employers and HR professionals alike. To help navigate these changes, I had the pleasure of teaming up with LeiLani E. Quiray and her amazing team at be the change HR, Inc. for an engaging and informative 2025 California Employment Law Update Webinar. If you missed the live session, you can still get up to date and: This session is packed with actionable insights to help you stay compliant, proactive, and stress-free as we head into 2025. Key Topics Covered in the Webinar Why These Updates Matter California employers operate under some of the most dynamic employment laws in the nation. Staying informed about legislative updates like these helps you avoid legal risks, streamline HR policies, and create a compliant, employee-friendly workplace. Whether you run a small business or oversee a large team, understanding these changes minimizes your risk of being blind-sided by an employment claim. Watch the Webinar Recording & Download the Presentation For a deeper dive into these topics, … Continue reading
Get Ready for 2025: California Employment Law Updates!
As we look ahead to 2025, California employers have a lot to keep in mind with upcoming changes in employment law. That’s why I’m teaming up with Be the Change HR, Inc. for a lively, informative legal update webinar. Whether you’re running a small business or managing a larger team, this session is all about keeping compliance simple, proactive, and stress-free. What’s in Store? California’s employment laws continue to evolve, and staying informed is key to building a compliant and thriving workplace. From new wage and hour regulations to emerging compliance requirements, we’ll cover critical updates, practical strategies, and clear next steps to prepare for the year ahead. Why Attend? Here’s what you’ll get from this interactive session: Whether you’re a business owner or team leader, this session will help turn compliance from chaos to calm! Grab a coffee, your questions, and join us to approach 2025 with a proactive, prepared mindset. Can’t wait to see you there! Subscribe to our newsletter * indicates required Email Address * First Name * I am: * A Business OwnerAn Attorney/AdvisorInterested in General … Continue reading
2024 New California Employment Laws
Photo by BoliviaInteligente on Unsplash As we approach the end of the year, it is essential for businesses to review their operations and prepare for the changes that the coming year will bring. In January 2024, several new California Employment Laws will go into effect, impacting policies and budgets. This is a crucial time for employers to update their employee handbooks and hiring documents to ensure compliance with these new regulations. Minimum Paid Sick Leave Accrual Cap and Use Increases One of the significant changes in 2024 is the increase in the minimum paid sick leave accrual, cap, and use. The law is that employees must earn at least 1 hour of paid sick leave for every 30 hours of work. If your company uses an alternative method of paid sick leave accrual, such as front-loading, employers previously had to provide three days (24 hours) of paid sick leave. This requirement has now increased to five days (40 hours) that are available within the first 200 calendar days of employment. Employers may also cap the use of accrued paid sick … Continue reading
2023 Employment Law Updates
Welcome to 2023. New Year, New You, New California Employment Laws! Here is a quick overview of the most significant new laws that went into effect on January 1, 2023. This is not an exhaustive list but one that will apply to most small to medium-sized business owners in California. PRACTICAL TIP: Make sure your documents reflect that you are implementing changes that are applicable to your business. For example, update your written notice to employees of the terms of their employment to reflect the new hourly rate if you have employees who make minimum wage. Update the language in your employee handbooks to reflect the ability to designate non-family members for CFRA and paid sick leave. PAY Minimum Wage Increases/Exempt Pay Increases The California state minimum wage in 2023 is now $15.50 per hour for all employees, regardless of the employer’s size. However, some cities and counties have even higher local minimum wage requirements. Employers should check the minimum wage requirements for all cities and counties where their employees work. Some cities with higher minimum wage requirements include Los … Continue reading
New Notice Requirements for California Warehouse Distribution Centers
Photo by Ryan Parker on Unsplash California’s AB 701 Amends section 138.7 and adds a new part to the Labor Code to specifically address Warehouse Distribution Centers. Which Employers Will be Affected by the New Law? Any company that employs (directly or through third parties and agencies): 100 or more nonexempt warehouse distribution workers at a single warehouse distribution center; OR 1,000 or more employees at one or more warehouse distribution centers in the state of California. New Notice Requirement Beginning January 1, 2022, Certain employers will need to provide non-exempt employees with a written description of each quota the employee is subject to. What must be in this notice? The quantified number of tasks to be performed by the employee, or materials to be produced or handled. The time period tasks must be performed or materials must be produced in. The adverse employment action that could result if the employee does not meet the quota. When must subject employers give the notice to warehouse distribution center employees? At the time of hire; or By January 31, 2022. New Employee … Continue reading
Employer’s COVID-19 Notice Requirements
AB-654 went into effect immediately on October 5, 2021, and will expire on January 1, 2023. The law amends California Labor Code Section 6325 and amends and repeals Labor Code section 6409.6 relating to occupational safety and notice requirements about COVID-19 in the workplace. Below is an outline of an employers’ notice requirements as well as duties to report exposure to COVID-19 in the workplace. If you receive an OSHA that your place of employment, operation, or process, poses an imminent risk to workers of exposure to infection with COVID-19, resulting in OSHA prohibiting entry to the place of employment or prohibiting the risky operation or process, you must post the OSHA notice in a conspicuous place at the place of employment and may not be removed except by an authorized OSHA representative. If you receive notice of potential exposure to COVID-19, the employer must do the following within one business day of the notice of potential exposure: Provide a written notice of potential exposure to 1. All employees; and 2. employers of subcontracted employees who were at the same … Continue reading
California Supreme Court Clarifies Proper Way to Pay Meal Period and Rest Break Premiums
The California Supreme Court, in the case of Jessica Ferra v. Loews Hollywood Hotel, LLC recently clarified the correct way to calculate meal period and rest break premium pay . . . and it’s not how most California businesses were calculating it. What are Meal Period and Rest Break Premiums? California Labor Code Section 226.7 requires employers to pay employees “one additional hour of pay at the employee’s regular rate of compensation for each workday” that an employee was not provided with a meal or rest period. Unfortunately, many employers are not aware of this requirement to pay a meal and rest period premium if employees are not able to take their meal breaks and rest breaks. Before we discuss the correct way to pay the premiums, let’s review the basic meal and rest break rules in California. What are the Rest Break Rules in California? In California, the Wage Orders require employers to authorize and permit non-exempt employees to take a 10-minute, uninterrupted, rest period for each four-hour work period or major fraction thereof. The Division of Labor Standards … Continue reading