Most employers in California will soon be required to develop and implement a written workplace violence prevention plan under a new law - the first of its kind in the United States.
Starting in 2024, a new law will require California employers to provide employees up to five days of leave following a miscarriage, stillbirth, failed adoption, failed surrogacy or unsuccessful assisted reproduction.
Amendments to the Healthy Workplaces, Healthy Families Act (HWHFA) will increase the number of paid sick and safe days to which employees are entitled from three to five starting in 2024.
AB 1228 represents a more employer-friendly version of the Fast Food Accountability and Standards Recovery Act (FAST Recovery Act), which was passed in 2022 but then blocked earlier this year before it could go into effect.
California's Attorney General is conducting investigative information-gathering on large employers' compliance with the state's employee data privacy law.
A California law barring employers from using compulsory arbitration agreements to resolve employment disputes conflicts with the Federal Arbitration Act, the 9th Circuit Court of Appeals has ruled in a big win for employers.
Although there remains a chance the Fast Food Accountability and Standards Recovery Act (FAST Recovery Act) could take effect at a later date, it now faces an uphill battle.
Taking effect April 1, 2023, the Fair Work Week Ordinance will require certain retailers in Los Angeles to provide most employees with two weeks' advanced notice of their work schedules and predictability pay for certain schedule changes.
The COVID-19 state of emergency in California will end on February 28, 2023, Gov. Gavin Newsom has announced. So, what will its expiration mean for employers?
News: A round-up of the comprehensive state coverage XpertHR offers to help California employers ensure they are compliant with state HR and employment laws.