California Law Updates January 2025
On January 1, 2025, the following changes to California employment law take effect and, unless otherwise noted, apply to employers of all sizes:
Victim Protection Law Changes
The state’s victim protection law, which prohibits discrimination against victims and requires employers with 25+ employees to provide victim leave, will be updated. The changes include (but aren’t limited to):
The definition of victim will be broadened to include victims of any qualifying act of violence (QAOV)
Employees will be protected from discrimination or retaliation based on a family member’s status as a victim
Reasonable accommodations must be provided to an employee whose family member is a victim
The victim leave provisions will include new leave reasons and allow employees to take leave when a family member is a victim
Employers will be required to provide notice of these protections to all employees annually, and whenever an employee notifies them that they or their family member is a victim
Action Items:
Update equal employment opportunity policies to include victims of a QAOV as well as those who have a family member who is a victim of a QAOV
If you have 25+ employees, update your victim leave policy to include new protections for family members and new reasons for leave
When it becomes available from the California Civil Rights Department, provide the notice of victim rights annually to all employees, as well as whenever you are notified that an employee or their family member is a victim
Paid Sick Leave Uses Expanded
Employees will be able to use paid sick leave for the following:
Jury duty
To appear in court under a court order as a witness in a judicial proceeding
For any reason covered under the victim leave law when they or their family member is a victim of a QAOV
Action Item:
Update your paid sick leave policy to include new leave reasons.
Antidiscrimination Law Updated
Under the state’s Fair Employment and Housing Act (FEHA), which applies to employers with 5+ employees, the definition of race currently includes traits historically associated with race. The word “historically” will be removed.
Action Item:
If your Equal Employment Opportunity (EEO) policy covers traits “historically associated with race,” remove the word historically.
Driver’s License Requirements Prohibited
Employers with 5+ employees will be prohibited from stating that applicants must have a driver’s license in an application, job ad, or job posting. An exception applies if driving is a job function of the position (i.e., a delivery driver) and using alternative transportation would increase travel time or cost to the employer.
Action Item:
Remove any driver’s license requirement from job ads or applications, unless the exception applies.