Don’t let the tax form make the decision. It’s something we hear from business owners more often than you might think: “I 1099 my staff.” But issuing someone a Form 1099 doesn’t make that person an independent contractor. The question isn’t simply, “Do I give this person a W-2 or a 1099?” The real question is whether the person is legally an employee or an independent contractor based on the actual working relationship. Why Classification Matters For business owners, getting that distinction right is important. Employees are generally entitled to protections that don’t apply in the same way to independent... READ MORE

Beginning January 1, 2027, minimum wage in California will increase from $16.90 to $17.40 per hour. As a result, for exempt employees (meaning exempt from meal breaks, rest breaks and overtime law requirements) the minimum threshold for their annual salary must increase from the current requirement of $70,304 to $72,384. If employers fail to ensure that employees treated as exempt meet this salary basis test, employers will face exposure to a multitude of wage and hour violations and penalties. Employers should also review the actual duties of the positions held by these employees to confirm they meet the applicable exempt... READ MORE

California employers must reimburse employees for all necessary work-related expenses, including the use of an employee's personal vehicle for business purposes. One of the simplest ways to comply with California's reimbursement requirements is to use the IRS standard mileage reimbursement rate. Effective July 1, 2026, the IRS announced a rare mid-year increase to the standard business mileage reimbursement rate. Employers should ensure they are reimbursing employees using the updated rate for business travel occurring on or after July 1. Doing so helps reduce the risk of claims that employees were not fully reimbursed for work-related vehicle expenses. For the period... READ MORE

The California Court of Appeal recently issued a decision in Guild Mortgage Company LLC v. CrossCountry Mortgage LLC. In this case, Guild alleged that CrossCountry conspired with Guild employees while they were still employed by Guild to recruit coworkers, divert customers, convert active loan applications, and access/copy confidential information. The decision held that California employees owe a duty of loyalty to their employers and while they may prepare to compete with their employer before ending their employment, they may not transfer their loyalty to a competitor before leaving. Additionally, the court in this decision found that a manager may owe... READ MORE

Effective July 1, 2026, all employees working in the City of Los Angeles at least two hours in a particular week within the geographic boundaries of the City of Los Angeles, must be paid at least $18.42 per hour, up from the current $17.87. Additionally, employees working at least two hours in a particular work week in unincorporated County of Los Angeles are entitled to $18.47 per hour. Employers should note that these increases cover employees who work remotely from their home or other worksites that are within these geographic areas. Don't Forget Required Workplace Postings In addition to updating... READ MORE

For years, California businesses have used “stay-or-pay” agreements as a safety net. The logic was simple: if we invest thousands in your signing bonus, relocation, or training, you should stay long enough for us to see a return. If you leave early, you pay us back. But under AB 692, that safety net is largely gone. Effective January 1, 2026, California heavily restricts or outright bans contracts requiring employees to repay certain “debts” upon leaving a job. Regulators increasingly view these provisions as unlawful restraints that discourage employees from leaving their jobs. What Agreements Could Create Problems? If your employment... READ MORE

California employers are already familiar with pay transparency laws, but SB 642 adds new requirements businesses should not overlook. Effective January 1, 2026, the law expands pay transparency rules and increases the importance of accurate, consistent compensation practices. One major change impacts job postings. If your business has 15 or more employees, job listings must now include a realistic “good faith” salary or hourly wage range you actually expect to offer upon hire. In other words, broad or overly flexible ranges that do not reflect a real starting point may create problems. SB 642 also expands what may be considered... READ MORE

If you’ve been meaning to circle back on the new 2026 employment laws, this is your reminder. One of the most overlooked updates under California’s Workplace Know Your Rights Act (SB 294) came with a key deadline: March 30, 2026. By that date, employers were required to give all current employees the opportunity to designate an emergency contact to be notified if they are detained or arrested during work or while performing job duties. If you didn’t implement this—or aren’t sure if you did—you’re not alone. But this is one area worth addressing now rather than later. Why it matters... READ MORE

As the first quarter comes to a close, now is the time for employers to step back and evaluate whether key compliance areas are on track. Many businesses implement updates at the start of the year—but Q2 is often when gaps begin to surface. A proactive review now can help reduce risk, avoid disruptions, and keep your operations running smoothly. Key Areas to Revisit Wage and Hour Practices Confirm employee classifications, overtime calculations, and payroll processes are consistent with current requirements. Required Notices and Workplace Policies Ensure required postings, handbook updates, and employee acknowledgments are current and properly documented. Retirement... READ MORE

If you recently received a notice stating that payroll contributions were expected, you are not alone. Many California employers are still working through their obligations under the CalSavers Retirement Savings Program. What Is CalSavers? CalSavers is California’s state-sponsored retirement savings program. It requires employers with five or more employees to either offer a qualified retirement plan or register with CalSavers and facilitate employee participation. The program does not require employers to make contributions. However, employers must enroll eligible employees, process payroll deductions, and remit those contributions each payroll cycle. Why Are You Receiving Payroll Notices? California law requires employers registered... READ MORE