California’s annual expansion of employer obligations can overwhelm even the most seasoned of HR practitioners. New regulations, statutes, and case law combine to tax every HR Department. Keeping up takes time and resources – and both can be falling short as the year ends. For that reason, we have compiled a list of action items for 2025 that while mandatory, can be relatively easy to accomplish. Scratch these off your list now to help ease into 2025 with compliance under your belt.
Your Compliance Checklist
#1 California requires employers to post a comprehensive notice regarding whistleblower rights. Download and post the model notice from the DIR website – it should be available by year’s end.
#2 California’s anti-discrimination law has been amended to prohibit discrimination based upon a combination of protected characteristics. Update anti-discrimination policies to include that additional prohibition.
#3 California law requires posting of a new notice regarding worker’s compensation laws and rights of employees with industrial injuries. Download and post the model notice from the DIR website.
#4 California law now limits civil penalties under the Private Attorneys General Act where the employer has comprehensive written wage and hour policies, break policies and pay policies. Review written policies to ensure they adequately address such policies and provide employees an open door to address pay questions and practices.
# 5 The Crown Act has been amended to eliminate certain ambiguities. Review and revise anti-discrimination policy language to comply with this amendment. The term “race” is inclusive of traits associated with race, including, but not limited to, hair texture and protective hairstyles. “Protective hairstyles” includes, but is not limited to, such hairstyles as braids, locs, and twists. The term “traits historically associated with race” should be omitted from any policy.
#6 Employers can no longer require employees to use paid time off before accessing benefits under the Paid Family Leave law. Revise policies accordingly.
#7 Remember that because minimum wage has increased to $16.50 hourly, the minimum salary for exempt employees has also increased. (Note that minimum wage for certain health care workers is higher.) Check all exempt salaries to ensure they are twice minimum wage for a full year of employment. As of 2025, that will be $68,640.
#8 A valid driver’s license cannot be a job requirement unless driving is part of the job. Check ads and job descriptions to avoid illegal language.
#9 Safety is on the agenda for 2025. Employers must have a plan to address excessive indoor heat. Check Cal-OSHA for sample policies. Employers should also ensure they have a written violence prevention plan. Cal-OSHA’s model plan should be published by the end of 2025.
And last, but not least:
#10 Employees who are required to wait to have personal bags checked before they can exit a workplace must be paid for the wait time. Check timekeeping procedures to ensure employees are paid correctly.
