As we approach 2025, California employers need to be aware of several key legislative changes that will impact workplace policies and operations. These laws have been passed and will take effect in 2025, shaping the employment landscape in the state. Here are the top five new laws that employers should prepare for:

1. AB 3234: Social Audits and Child Labor Reporting

Effective January 1, 2025, AB 3234 introduces new reporting requirements for employers who have voluntarily undergone a social audit. This law is aimed at increasing transparency, particularly regarding the employment of child labor. Under this law, employers must post a clear and conspicuous link on their website to provide the following information:

  • Audit details: The year, month, day, and time the audit was conducted, and whether it took place during a day or night shift.
  • Child labor: Whether the employer engaged in or supported the use of child labor.
  • Policies and procedures: A copy of any written policies or procedures the employer has regarding the employment of children.
  • Workplace hazards: Whether children were exposed to hazardous or unsafe working conditions that could affect their physical or mental health and development.
  • Work hours: Whether children worked during regular school hours or night shifts.
  • Auditing company statement: The law requires a statement clarifying that the auditing company is not a government agency and is not authorized to verify compliance with state or federal labor laws or health and safety regulations.

This law reflects California’s continued focus on the protection of vulnerable workers and its commitment to labor transparency.

2. California Worker Freedom from Employer Intimidation Act: SB 399

The Governor also signed, SB 399, also called the California Worker Freedom from Employer Intimidation Act, that protects employees from being forced to participate in employer-sponsored meetings or communications that convey the employer’s opinions on religious or political matters. Under this bill, starting January 1, 2025:

  • Employers are prohibited from retaliating or threatening retaliation (including discharge, discrimination, or any adverse actions) against employees who refuse to attend or participate in such meetings.
  • If an employee refuses to attend these meetings, they must still be paid for the time.
  • A civil penalty of $500 will be imposed on employers who violate this provision.

This law aims to ensure that employees have the freedom to make decisions regarding their involvement in employer-initiated discussions about religious or political issues without fear of reprisal.

3. SB 1100: Driver’s License Requirements in Job Advertisements

SB 1100 introduces new restrictions on including driver’s license requirements in job postings. Employers may only list a driver’s license as a job requirement if:

  • Driving is an essential function of the position.
  • Alternative transportation methods are not feasible for the job. This law aims to reduce discriminatory practices in hiring by ensuring that job postings are more inclusive for applicants who may not possess a driver’s license but can perform the job using other means of transportation.

4. SB 1340: Local Discrimination Enforcement

SB 1340 permits local governments to enforce employment discrimination laws, provided these laws are at least as protective as the state’s Unruh Civil Rights Act. This new law opens the door for a more localized enforcement of discrimination policies, which could lead to a patchwork of requirements across different regions in California. Employers will need to stay informed about local ordinances to ensure compliance with both state and local anti-discrimination laws.

5. AB 2499: Expanded Protections for Victims of Violence

AB 2499 expands protections for employees who are victims of violence or who have family members that are victims. This law:

  • Prohibits retaliation against employees who take time off to address violence-related issues, including seeking medical care, safety planning, and attending court proceedings.
  • Expands paid sick leave to cover absences related to violence.
  • Requires reasonable accommodations for employees who may face safety concerns at work. Employers must update their handbooks and provide notice of these expanded rights to employees at the time of hire, annually, and upon request.

Preparing for 2025

With these new laws, and others, on the horizon, California employers should take proactive steps to review and update their policies, employee handbooks, and training programs. Compliance will not only protect employers from legal risks but also foster a safer, more equitable workplace.