2025 Employment Law Updates – Time To Update Your Handbook!
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2025 Employment Law Updates – Time To Update Your Handbook!

03 Dec 2025 Employment Law Updates – Time To Update Your Handbook!

Posted at 23:02h in What We Think by

The new year is right around the corner, and as expected, there are new 2025 laws you’ll need to be aware of. Many of these updates will require employee handbook updates, so it’s time to start preparing for those. If you’d like support with your handbook updates, contact us!

Minimum Wage Update

Starting January 1, 2025, the statewide minimum wage for all California employers will increase to $16.50 per hour. For certain sectors, such as fast food and healthcare, the minimum wage will be even higher—$20/hour for fast food workers and $23/hour for specified healthcare roles—until June 30, 2025.

The new general minimum wage also raises the minimum salary for exempt employees to $68,640 annually, as it is tied to the state minimum wage rather than individual city rates.

Employers must ensure compliance with any local minimum wage laws, as some cities have higher rates. Additionally, all employers are required to display current minimum wage posters in an area visible to employees, so make sure your postings are up to date.

Seven Employment Laws Requiring Policy Updates

  1. Expanded FEHA Protections & Intersectionality
    The California Fair Employment and Housing Act now includes protections for additional traits associated with race (e.g., hairstyles like braids, locs, and twists) and victims of qualifying acts of violence (including employees or family members). It also clarifies that “intersectionality,” the overlap of multiple protected traits, is covered.
  2. Vacation Policy & Paid Family Leave (PFL)
    Employers can no longer require employees to use up to two weeks of accrued vacation before accessing Paid Family Leave benefits.
  3. Freedom from Employer-Mandated Meetings
    Under the California Worker Freedom from Employer Intimidation Act (AB 399), employers are prohibited from retaliating against employees who refuse to attend meetings about religious, political, or union-related topics.
  4. Changes to Victims’ Rights Law
    The law now refers to “victims of qualifying acts of violence,” broadening protections and accommodations for affected employees. Employees can also continue using Paid Sick Leave for associated needs.
  5. Emergency Paid Sick Leave for Agricultural Workers
    Agricultural employees may now use Paid Sick Leave during local or state emergencies to address smoke, heat, flooding, or worksite closures caused by these conditions.
  6. Pregnant Workers Fairness Act (PWFA)
    Employers with 15+ employees must ensure compliance with expanded federal accommodations for pregnant workers, which may include temporarily suspending certain job duties. A pregnancy accommodation policy should be added to handbooks.
  7. Indoor Heat Illness Prevention
    Cal/OSHA now requires a Heat Illness Prevention Plan for indoor work areas exceeding 82°F. This includes provisions for cool-down periods, water access, employee training, and safety protocols.

Other New Legislation Highlights

  • Harassment Restraining Orders: Employers can obtain restraining orders on behalf of employees facing harassment.
  • Workplace Violence Prevention: Ensure a compliant Workplace Violence Prevention Plan is in place and all employees are trained. This was required by July 1, 2024
  • Court Leave Protections: Jury duty and witness leave protections are now under the California Civil Rights Department.
  • Job Postings & Driver’s Licenses: Employers cannot require a valid driver’s license in job ads unless driving is essential and alternative transport is impractical.
  • Freelance Worker Protections: Contracts with freelancers valued at $250+ must meet specific legal requirements.
  • Workers’ Compensation Notices: Notices must inform injured workers of their right to attorney consultations, with fees typically paid from their award.
  • PAGA Updates: Major changes to filing and defense procedures for PAGA claims are now in effect.

Reminder: I am not an attorney – this overview provides general guidance and is not meant to be legal advice. For specific questions about these updates or assistance with compliance, feel free to reach out to me or your employment attorney.

As for the social media post, let’s just do a highlight of some of the new upcoming laws like:

Remember to update your handbook for new 2025 laws, including:

  1. Expanded FEHA Protections & Intersectionality
  2. Changes to Victims’ Rights Law
  3. Emergency Paid Sick Leave for Agricultural Workers
  4. Pregnant Workers Fairness Act (PWFA)