Compliance Stuff

In 2025, California is continuing to spearhead efforts to expand employees’ rights. Assembly Bill 2499 (AB 2499), Assembly Bill 2123 (AB 2123), and Senate Bill 1090 (SB 1090) are prime examples of these efforts, providing employees with new and expanded benefits when going on leave. Whether they are caring for an ill family member or were a victim of an act of violence, employees in California are now entitled to more inclusive leave benefits as a result of these new laws. AB 2499 Enacted on September 29, 2024, AB 2499 was created to broaden the protections afforded to victims of violence. Before AB 2499, employees were only afforded protection from discrimination or retaliation for taking time off as a victim of crime or abuse. AB 2499 expands these protections, providing employees the additional benefit of taking time off to assist a family member in obtaining relief or caring for a family member who was a victim of certain qualifying acts. The type of time off is not limited strict...

  Heads up, HR leaders. On July 1, 2025, California’s Civil Rights Department (CRD) released the official Model Crime Victims Notice, titled “ Survivors of Violence and Family Members of Victims Right to Leave and Accommodations .” This notice is now live on the CRD’s website  here  — and its publication triggers new obligations for employers across the state.  What’s New for Employers? California has long required protections for employees who are victims of crime, including time off to attend court proceedings and providing reasonable workplace accommodations. AB 2499, which was effective on January 1, 2025, the law goes farther, including: Expanded definitions of who qualifies as a crime victim New requirements for safety-related accommodations for employees or their family members who are crime victims Additional time-off protections for employers with 25 or more employees Your HR Compliance Checklist You must provide the new notice to all employees upon hire, an...

Last year, California expanded victims’ leave provisions with  Assembly Bill (AB) 2499 . AB 2499 required the California Civil Rights Department (CRD), which is responsible for enforcement of the expanded law, to develop and publish a written notice of employee rights under the expanded law by July 1, 2025. As required, the CRD published the new notice, which is available on its  website . The notice is available in 13 languages in addition to English. AB 2499 requires employers to inform each employee of their rights established under the expanded law in writing upon hire, annually, at any time upon request , and any time an employee informs an employer that the employee or the employee’s family member is a victim.  AB 2499 allows employers to use the newly published notice developed by the CRD to satisfy this requirement. The CRD also published a  Frequently Asked Questions (FAQ)  on the updates to the law. The FAQs cover: General Questions Taking Time Off Wor...

Earlier this year, we covered Assembly Bill 2499, a significant new law expanding workplace protections for victims of crime. As of January 1, 2025, California employers have several new obligations—including providing written notice to employees about their rights under this law.  (The California Civil Rights Department (CRD) will issue the notice by July 1, 2025.) Here’s what you need to know in the meantime. Who’s Covered AB 2499 broadened the definition of “victim” to include anyone subjected to a qualifying act of violence, not just domestic violence or stalking. Under the law: Employees who are victims of crime may take time off to protect their health, safety, or welfare—or that of their child. Employers with 25 or more employees must offer these same protections when a family member of an employee is the victim. When and How to Notify Employers must provide the written notice: At time of hire Annually Upon request If an employee discloses they or their family member is a cr...

Governor Newsom recently approved several employment bills that will significantly impact the rights of employees in California starting on  January 1, 2025 . DWT recommends that employers take note of these new laws and get ahead of the game by reviewing their employee handbooks, personnel policies, and employment contracts before the end of the year. SB 399: "Captive Audience" Meeting Ban With the approval of SB 399, California joined a growing number of states that have now enacted bans on employer-sponsored "captive audience" meetings. Effective January 1, 2025, SB 399, a union-backed bill known as the California Worker Freedom from Employer Intimidation Act, will prohibit California employers from requiring their employees attend mandatory meetings on religious or political matters, including anti-unionization. Employers may not retaliate against employees for refusing to attend such meetings. Employees who are scheduled to work during the meeting must be paid...

  California Governor Newsom recently signed a bill impacting employers’ obligations when it comes to providing time off for jury duty, court attendance and for employees who are victims of certain crimes along with their family members. Jackson Lewis attorney  Sayaka Karitani  explains these developments  here : Assembly Bill 2499: California Amends Jury, Court, and Victim Time Off Provisions On September 29, 2024, the Governor signed  Assembly Bill (AB) 2499 , expanding the list of crimes for which employees can take time off and allowing employees to take protected time off to assist family members who are victims of specified crimes . The new law also permits the use of state paid sick leave for these purposes. Prior to AB 2499, California law provided protections to employees from discrimination or retaliation for taking time off for jury duty, court appearances, or to employees who were victims of crime or abuse. Under AB 2499, these protections remain in ...