10 Changes in California Employment Law You Need to Know in 2025

As of January 1, 2025, new legislation is reshaping the employment landscape in California, especially for the Consumer Packaged Goods (CPG) industry. Here are the 10 critical changes you need to know:

1. Minimum Wage Adjustments: The state minimum wage will increase to $16.50 per hour for all employers, regardless of size.

2. Paid Family Leave (PFL) Modifications: Employers can no longer require employees to use up to two weeks of accrued vacation before receiving PFL benefits.

3. Freelance Worker Protections: The Freelance Worker Protection Act mandates written contracts for freelance engagements of $250 or more and requires payment within 30 days after service completion if not specified in the contract.

4. Anti-Discrimination Enhancements: The Fair Employment and Housing Act (FEHA) now explicitly prohibits discrimination based on the intersectionality of protected characteristics.

5. Restrictions on Mandatory Meetings: The California Worker Freedom from Employer Intimidation Act prohibits employers from requiring employees to attend meetings that communicate the employer’s views on religious or political matters, including union organizing.

6. Driver’s License Requirement Limitations: Employers are prohibited from including statements in job postings that require an applicant to have a driver’s license unless driving is an essential job function.

7. Whistleblower Protection Posting Requirements: Employers must prominently display a list of employees’ rights and responsibilities under whistleblower laws, including the whistleblower hotline number, in lettering larger than 14-point type.

8. Child Labor Law Updates: The Child Labor Law of 2024 increases restrictions on employing minors under 16, including limitations on work hours and additional employer requirements.

9. Artificial Intelligence (AI) and Digital Replica Protections: Provisions in employment agreements allowing the creation and use of digital replicas of an individual’s voice or likeness without consent are unenforceable.

10. Paid Sick Leave for Agricultural Workers: The Healthy Workplace, Healthy Families Act now requires paid sick days for agricultural workers to avoid smoke, heat, or flooding conditions created by local or state emergencies.

These legislative changes require that CPG companies operating in California review and update their employment policies and practices to ensure compliance. Consulting with legal counsel is advisable to navigate these updates effectively. Adapt now to stay ahead in California's ever-evolving regulatory environment.

This article originally published on AspireHire.net