California Employment Law Changes for 2024 and 2025

Preovolos Lewin, ALC | San Diego Employment Law Attorneys

Employment law is one of the most dynamic and wide-reaching areas of the legal landscape. It governs the rights and obligations of employees and employers across everything from hiring to firing—and all the complex compliance issues in between.

At Preovolos Lewin, ALC, we understand that most individuals spend half their waking lives at work for decades. Whether you’re a frontline employee or a corporate executive, workplace legal issues are inevitable. Our San Diego employment law attorneys are here to help you navigate—and ideally avoid—these challenges.

Why Choose Preovolos Lewin for Employment Law Guidance?

Our firm represents both employees and employers in state and federal court matters. Whether you need:

  • Help understanding your rights as a worker
  • Assistance drafting employee handbooks
  • Guidance on maintaining compliance with evolving labor laws

We offer clear, strategic counsel tailored to your needs. Here’s a look at the most significant California employment law updates for 2024 and what’s ahead in 2025.

Employment Law Updates for 2024

Expanded Paid Sick Leave

As of January 1, 2024, California employers must now offer a minimum of 5 days or 40 hours of paid sick leave annually—whichever is greater.

Reproductive Loss Leave

Employees at companies with 5+ employees who have worked at least 30 days are entitled to up to 5 days of unpaid leave for reproductive loss events, including miscarriage or failed adoption.

Cannabis Use Protections

New protections are in place that prohibit discrimination against off-duty cannabis use, and restrict testing procedures for cannabis.

Retaliation Claims Strengthened (SB 497)

Employees engaging in protected activities—such as filing wage or equal pay complaints—have enhanced legal protections against employer retaliation.

Workplace Violence Prevention (SB 553)

By July 1, 2024, most employers must establish and maintain a workplace violence prevention plan, including employee training.

Minimum Wage Increase

The state minimum wage increased to $16.00 per hour, effective January 1, 2024, applicable to all employers regardless of size.

Paid Food Handler Training

Under SB 476, employers must compensate employees for time spent completing mandatory food handler training and certification exams.

Restrictions on Subcontracting (AB 1204)

Licensed specialty contractors may no longer subcontract with multiple companies in the same license classification unless employees, not independent contractors, are used to perform the work.

California Employment Law Changes Coming in 2025

Minimum Wage and Exempt Salary Thresholds

Starting January 1, 2025:

  • Minimum wage rises to $16.50 per hour statewide
  • Exempt employee minimum salary increases to $68,640 per year
  • Fast food workers must be paid at least $20/hour (non-exempt) or $83,200/year (exempt)

Expanded Discrimination Protections

California’s Fair Employment and Housing Act (FEHA) will now prohibit discrimination based on a combination of two or more protected traits, such as race + gender.

Also:

  • Employers may not require a driver’s license unless the job duties involve driving.
  • Cities and counties can now enforce their own anti-discrimination laws, alongside the state.

Additional Employee Protections

Leave and Time Off

  • Employers cannot retaliate against employees for taking jury duty or appearing in court as a witness.
  • Vacation time cannot be required before using state-paid family leave.

Captive Audience Meetings Banned

Employers may no longer require employees to attend meetings about political or religious beliefs, including those about union organizing. Penalties of $500 per employee per violation may apply.

Freelance Worker Protections (FWPA)

  • Employers must pay freelancers by the contract due date or within 30 days of work completion.
  • Freelancers may sue for unpaid fees and attorney’s fees.

Workplace Restraining Orders Expanded

Employers can now seek temporary restraining orders not only for workplace violence but also for employee harassment.

Social Compliance Audit Transparency

If employers voluntarily conduct audits to check for child labor in their operations, they must publish the results on their website.

New Whistleblower Poster Requirement

The California Labor Commissioner will issue a model notice of whistleblower rights, which must be prominently displayed in the workplace.

Let Preovolos Lewin, ALC Help You Stay Compliant

Whether you’re:

  • An employee pursuing a wrongful termination claim,
  • An employer updating policies to comply with new laws, or
  • A business navigating complex litigation or compliance audits

…our experienced attorneys are here to help. We bring a balanced, big-picture perspective to employment law—advocating for fairness, compliance, and long-term protection.

📞 Contact Preovolos Lewin, ALC today to speak with a knowledgeable employment law attorney in San Diego.