In 2019, the State of California introduced a state-managed program that allows employees who work for companies that do not have a retirement savings plan to make contributions through payroll deductions towards their retirement. Since 2019, the state has gradually required larger employers over time to register with CalSavers. This year, employers with fewer than 5 employees must register with CalSavers no later than December 31, 2025. For employers that have a 401k or other qualified plan in place, they still must notify CalSavers through its website that they have such a plan in place. For employers who don’t have... READ MORE

With the holidays upon us, many employers plan holiday parties to celebrate the holiday season with their employees.  While holiday parties can be a great way for the company to celebrate the year and holidays and to spend time together, there are a few important considerations that employers must take into account when planning their holiday party to avoid risk and potential claims that could be raised by employees or third parties. Voluntary v. Mandatory Attendance Although employers will understandably want all of their employees to attend their holiday party, it is important to be clear that attendance is voluntary... READ MORE

The Governor recently signed new laws impacting California employers in 2026.  Below is a discussion of these new employment laws. Increased California Minimum Wage and Exempt Employee Salary Requirement Increases Beginning January 1, 2026, the California minimum wage will increase to $16.90 per hour. This will also increase the exempt employee salary requirement to $70,304.00. The City of Los Angeles minimum wage will remain at $17.87 per hour until its next scheduled increase on July 1, 2026. The Workplace Know Your Rights Act This new law, SB 294, establishes the “Workplace Know Your Rights Act” under which an employer will... READ MORE

A new California law, AB 692, will prohibit employer agreements entered into with their employees beginning January 1, 2026, that requires employees to repay costs or pay penalties when their employment ends.  However, there are key exceptions to this new law's prohibitions, including tuition reimbursement and retention bonus repayment so long as certain conditions are met.  Tuition reimbursement:  California will allow tuition reimbursement agreements to be enforced only if the following conditions are met: The agreement is set forth in a document other than the offer letter or employment contract. The amount to be owed must be specifically set forth before... READ MORE

Many employers are now using Artificial Intelligence (AI) to make or assist in making employment decisions, such as hiring, promotions, selection for training programs, or similar activities. Some examples of how AI is used in this context are screening resumes for particular terms or patterns; direct job advertisements or recruiting materials to targeted groups; assessing applicants’ or employees’ skills through questions, puzzles, games, or challenges; and analyzing audio or video recordings to evaluate, categorize, or recommend applicants or employees. The new regulations issued by the California Civil Rights Department and which came into effect October 1, 2025, prohibit employers from... READ MORE

As of July 1, 2024, all California employers (with limited exceptions) are required to implement a Workplace Violence Prevention Plan (WVPP) under Labor Code Section 6401.9—a law stemming from SB 553, which was passed in 2023. This sweeping legislation mandates written protocols, employee training, and workplace violence incident tracking—and is enforceable by Cal/OSHA. If you’re not compliant or unsure whether your WVPP is sufficient, you may be subject to citations and penalties for violations.  Click here to read our firm's original article with more details What Employers Must Have in Place: A written WVPP, either integrated into your Injury &... READ MORE

If you have exempt outside sales employees (like those who work on commission and are regularly out meeting customers), a new California court decision just made it easier to understand how to calculate their paid sick leave. The Issue There’s been confusion about how to calculate paid sick leave (PSL) for these employees — especially whether you should include commissions in the calculation. The Court’s Answer The court ruled: You can pay sick leave at their base hourly rate (excluding commissions) — as long as that’s how you pay them for other types of paid time off (like vacation or... READ MORE

As many workplaces pivoted to remote operations during COVID-19, requests to continue working from home have become more common—even after offices reopened. But a recent California Court of Appeal decision offers a critical reminder: denying remote work is not discriminatory if the employee does not have a qualifying disability. In Allos v. Poway Unified School District (2025), the court upheld the dismissal of a former employee’s claims of disability discrimination and retaliation after her employer declined to approve her full-time remote work request. The key reason? She failed to prove she had a disability under California’s Fair Employment and Housing... READ MORE

Key Legal Updates Every California Employer Should Revisit Now As Q3 begins, it’s a smart time for California employers to check in on recent legal changes and workplace practices. With several new developments in wage law, arbitration, and summer hiring, here’s what you should be reviewing to stay compliant—and protect your business from costly missteps. 1. Arbitration Agreements: Presentation Matters More Than Ever A recent California Court of Appeal case (Velarde v. Monroe Operations, LLC) reinforced that how you present arbitration agreements can determine whether they’re enforceable. Even if an employee signs the agreement, it may be thrown out if... READ MORE

A recent decision by the California court of appeal in Velarde v. Monroe Operations, LLC set forth the importance for employers to present arbitration agreements to employees in a fair and non-coercive manner.  Although employers can require that employees sign an arbitration agreement as a condition of employment or condition of continuing employment, the manner in which the arbitration agreement is presented to employees is critical to being able to enforce the arbitration agreement once it’s been signed.  Specifically, the Velarde court found on a motion to compel arbitration filed by the employer that the arbitration agreement was procedurally unconscionable,... READ MORE