9 New California Laws Impacting Your Workplace in 2024: An Employee’s Perspective

Every year, a slew of important new labor laws take effect and 2024 is no different. For California employees, it’s crucial to stay informed of your new rights and protections. Here’s a breakdown of the 9 key laws that affect you in 2024 and beyond:

  1. Minimum Wage Increases: Starting 1/1/24, the state minimum wage will rise to $16 per hour for all employers. While this affects non-exempt workers directly, it also indirectly impacts exempt workers whose salaries are required to be at least 1.5 times (exempt indoor salespersons) or 2 times (workers subject to administrative, executive and professional exemptions) higher than the minimum wage. Even higher minimum wages will be going into effect for fast food workers: $20 per hour starting 4/1/24, rising annually thereafter through 2029​​​​. For healthcare workers, the minimum wage rate will rise depending on the size and type of the healthcare facility. For example, the minimum wage healthcare workers at facilities with at least 10,000 full-time employees will rise to $23 per hour starting 6/1/24, increasing $1 per hour annually thereafter​​. Keep in mind that there are approximately 30 cities and counties in California that have implemented their own unique minimum wage increases for 2024 that are higher than the state minimum wage. These localities include Alameda, Belmont, Burlingame, Berkeley, Cupertino, Daly City, East Palo Alto, El Cerrito, Emeryville, Foster City, Fremont, Half Moon Bay, Hayward, Los Altos, Los Angeles, Los Angeles County, Malibu, Menlo Park, Milpitas, Mountain View, Novato, Oakland, Palo Alto, Pasadena, Petaluma, Redwood City, Richmond, San Carlos, San Diego, San Francisco, San Jose, San Leandro, San Mateo, Santa Clara, Santa Monica, Santa Rosa, Sonoma, South San Francisco, Sunnyvale, and West Hollywood​​.
  2. Enhanced Paid Sick Leave (SB 616): This significant expansion of paid sick leave allows employees to accrue up to 40 hours of leave annually starting 1/1/24, a notable increase from the previous 24 hours​​​​.
  3. New Reproductive Loss Leave (SB 848): Employees suffering from reproductive loss events, like miscarriage or failed adoption, are now entitled to up to 5 days of protected leave​​​​.
  4. Noncompetition Agreement Restrictions (SB 699, AB 1076): In 2024, California strengthens its stance against noncompetition agreements, making them void and providing a private right of action for employees to challenge such agreements in court and obtain injunctive relief (a court order to stop the employer from enforcing the noncompete), damages for any losses they’ve suffered due to the noncompete, and attorney’s fees​​​​.
  5. Cannabis Use Protections (AB 2188, SB 700): The new laws prohibit employment discrimination based on off-duty, off-site cannabis use, and restrict the use of drug test results showing non-psychoactive cannabis metabolites as the definitive reason for adverse employment decisions​​​​ by the employer.
  6. Updated Wage Theft Prevention Notice (AB 636): Employers are now required to provide more comprehensive wage theft prevention notices to employees, ensuring transparency in employment terms​​.
  7. Workplace Violence Prevention Plan (SB 553): Employers must establish comprehensive plans to prevent workplace violence, including training for employees and maintaining records related to the prevention plan​​​​.
  8. Anti-Retaliation Protections (SB 497): This law creates a presumption of employer retaliation if adverse action is taken against an employee within 90 days of engaging in protected activities, making it easier for employees to establish a case of retaliation​​.
  9. Changes in Arbitration Enforcement (SB 365): Trial court proceedings will no longer be automatically stayed pending an appeal of an order denying a motion to compel arbitration, impacting how employers approach arbitration​​​​.

Each of these laws brings with it a shift in the landscape of employment in California, emphasizing employee rights and protections. Stay informed and don’t hesitate to seek clarification from your employer or a abogado if you have questions about these new regulations.

Comentarios sobre 3

  1. jane williamson en mayo 14, 2024 en 10:12 am

    Can an employer in Herndon, VA with remote employees in California change their paid leave policy to Flex Time (no longer accruing PTO) and mandate that unused accrued PTO be used before year-end or lose it?
    I thought they would have to pay out unused PTO first before implementing a Flex Time Policy.
    Is a Flex Time policy allowed in California?
    Do I have the right to insist on being paid out in lieu of taking the time?
    Note that my billable utilization is tied to my bonus. I get no utilization if I take PTO. Not only do I lose the accrual benefit, I also lose my bonus.

  2. Crystal Scott en abril 4, 2024 en 2:38 pm

    Can an employer advertise a job description, then once hired and passed probation, have the employee do a job that was never stated in the job description?

  3. Nicola McClymont en enero 17, 2024 en 7:11 pm

    Thanks for the updated information

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