Compliance Stuff

Passed in late 2025, California Senate Bill 590 will, commencing July 1, 2028, expand eligibility for benefits under the paid family leave program to include individuals who take time off work to care for a seriously ill designated person. The bill defines designated person to mean “any care recipient related by blood or whose association with the individual is the equivalent of a family relationship.” In addition, the bill will require an individual that requests, for the first time, family temporary disability insurance benefits to care for a designated person to identify the designated person and, under penalty of perjury, attest to how the individual is related by blood to the designated person,  or  how the individual’s association with the designated person is the equivalent of a family relationship. In sum, this bill allows for an increased scope for employees who take time off to care for others and grant an increased scope of benefits to employees who take time off t...

Following California’s  2023 expansion  of job-protected, unpaid family medical leave and paid sick and safe time and its  2025 expansion  of job-protected, unpaid leave for victims of violence to include use for a “designated person,” Governor Gavin Newsom signed  SB 590  on October 13, 2025, which broadens eligibility for the state’s Paid Family Leave (PFL) law.  As a result of the change, PFL wage replacement benefits claims filed on or after July 1, 2028 will be available for employees who take time off work to care for a “designated person” with a serious illness, which the law defines as any care recipient related by blood or whose association with the individual is the equivalent of a family relationship. Employees will have to identify their “designated person” at the time they request benefits and attest under penalty of perjury to either: (1) how the individual is related by blood to the designated person; or (2) how the individual’s associ...

California lawmakers were busy this year, and Gov. Gavin Newsom just signed many bills into law that will impact the workplace starting in 2026. Here is a snapshot guide of some of the top new workplace laws taking effect January 1 (except as otherwise noted), plus links to our deeper dive insights, which include practical compliance tips for employers. We’ll also cover a few key vetoes that will give you a sigh of relief. Top 11 California Workplace Laws Taking Effect in 2026 (and Beyond) 1. Large AI Transparency Law for Frontier Models ( SB 53 ) The Transparency in Frontier Artificial Intelligence Act is the nation’s first comprehensive attempt to require safety and transparency reporting for the most powerful artificial intelligence systems. This move comes one year after Gov. Newsom vetoed a broader AI safety bill that drew criticism for imposing heavy-handed mandates. While the new law represents a strategic shift, it includes core requirements for frontier developers, as well as ...