New laws to protect California employees are set go into effect in 2025. These new laws include updates to existing laws in areas such as workers’ compensation, whistleblower protection, family leave, and anti-discrimination measures. Here’s an overview of how these new laws protect California employees.
Freedom from Employer Intimidation (SB 399)
California employees will benefit from the new “Worker Freedom from Employer Intimidation Act.” This law protects workers from employer retaliation if they choose not to attend meetings where political or religious opinions are discussed, including matters related to union organizing. The law’s intent is to safeguard employees from feeling coerced into aligning with an employer’s political views, ensuring a more neutral and respectful workplace.
Freelance Worker Protection Act (SB 988)
Independent contractors and freelancers gain additional rights under SB 988, which mandates that contracts for freelance work be in writing and payment be made within a specified time frame. These protections give freelancers more stability and legal recourse in their contractual relationships, helping to ensure timely and fair payment for their services.
Prohibition on Driver’s License Requirements (SB 1100)
Employers can no longer require job applicants to possess a driver’s license unless the job function explicitly involves driving. This amendment to the Fair Employment and Housing Act (FEHA) ensures that individuals who do not drive due to disability, socioeconomic status, or personal choice are not unfairly excluded from job opportunities.
Paid Sick Leave for Agricultural Workers (SB 1105)
Agricultural workers can now use their paid sick leave to protect themselves from hazardous conditions, such as wildfire smoke, extreme heat, or flooding during a state of emergency. This law prioritizes the safety and health of workers in high-risk environments, giving them the option to take necessary leave without the fear of losing income.
Expanded Anti-Discrimination Protections (SB 1137)
Employees now have greater protection from discrimination that involves multiple factors. The new law explicitly prohibits discrimination based on the combination of two or more protected characteristics, such as race, gender, and disability. This change addresses the complexities of intersectional discrimination, ensuring that employees are protected from compounded biases in the workplace.
Expansion of the CROWN Act (AB 1815)
The CROWN Act has been a vital piece of legislation in protecting employees from discrimination based on hair textures and styles associated with race. In 2025, the CROWN Act expands further by removing the term “historically” from the definition of race under the Fair Employment and Housing Act (FEHA). This ensures broader protection for employees by recognizing all hairstyles and textures, not just those with “historical significance,” as part of racial identity. This change will help prevent subtle forms of race-based discrimination in the workplace.
Workers’ Compensation Notice (AB 1870)
Workers injured on the job now have stronger legal backing under AB 1870, which mandates that employers provide explicit notice of the right to consult an attorney regarding workers’ compensation claims. This ensures that injured employees are fully informed of their rights and have access to legal counsel to navigate complex workers’ compensation matters, giving them an equal footing to secure benefits and protections.
No More Mandatory Vacation Before Paid Family Leave (AB 2123)
Starting in 2025, employees no longer have to exhaust their vacation time before receiving Paid Family Leave (PFL) benefits. Under this new law, employees will have the flexibility to preserve their accrued vacation while still accessing the financial support PFL provides, making it easier for them to take leave when they need it most, without compromising their earned time off.
Expanded Whistleblower Protections (AB 2299)
Whistleblower rights in California are further strengthened with AB 2299, which now requires employers to post a model list of employee rights and responsibilities under whistleblower laws created by the California Labor Commissioner. This makes it easier for employees to understand and exercise their rights when they report illegal activities in the workplace, fostering a safer and more transparent work environment.
Expanded Crime Victim Leave and Accommodations (AB 2499)
AB 2499 significantly expands protections for crime victim leave. Employees can now take leave not only if they are victims of certain crimes but also if a family member is affected by violence, stalking, or other qualifying crimes. Additionally, the law broadens the definition of these crimes to include conduct causing bodily injury, brandishing a weapon, or the use or threat of force. Employees can use vacation, sick leave, or other paid time off for this leave, offering more flexibility to support themselves and their loved ones during challenging times.
Social Compliance Audit Disclosure (AB 3234)
AB 3234 introduces new transparency for employees by requiring employers who undergo voluntary social compliance audits to post the findings on their website. A social compliance audit is an inspection to ensure the employer is complying with state and federal labor laws, including prohibitions on child labor. Employees now have easier access to the results of these audits, giving them insights into whether their workplace meets legal and ethical standards. This transparency strengthens employees’ understanding of their employer’s commitment to lawful and fair labor practices.
Conclusion
California continues to expand laws to protect California employees, making 2025 a year of significant positive changes for workers. From expanding family leave benefits to ensuring timely payment for freelancers and protecting against intersectional discrimination, these updates reflect California’s commitment to creating fair and inclusive workplaces for all employees.
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Matt Ruggles has a thorough understanding of California employment laws and decades of practical experience litigating employment law claims in California state and federal courts. Using all of his knowledge and experience, Matt and his team can quickly evaluate your potential claim and give you realistic advice on what you can expect if you sue your former employer.
Contact the Ruggles Law Firm at 916-758-8058 for a free, no obligation consultation.
Blog posts are not legal advice and are for information purposes only. Contact the Ruggles Law Firm for consideration of your individual circumstances.