Here are some of the most significant employment law updates for 2025.
Minimum Wage
The minimum wage for all California employees has again increased. For all employers, the minimum wage has increased to $16.50, regardless of the number of employees. This also means the minimum annual salary for certain exempt employees has increased to $68,640.00.
Harassment
The California Supreme Court confirmed the one-time use of a racial slur may be sufficient to support a claim for workplace harassment. This is important because California law requires harassing behavior to be sufficiently severe and pervasive to be actionable.
In a different case, the 9th Circuit held that social media comments posted outside of the workplace could be considered when assessing the totality of the circumstances in harassment claims.
Pregnancy Discrimination – Egg Retrieval
A California Court held that a woman who underwent egg retrieval procedures was not protected under the Fair Employment and Housing Act because she was not pregnant, had no pregnancy related disability, and the procedures did not qualify as a pregnancy-related condition or disability.
Race Discrimination/Harassment – Hairstyle
California law previously defined race to include traits, like hairstyles, historically associated with race. The law was updated to remove the phrase “historically,” meaning current and former hairstyles associated with a particular race are protected. For example, an employer could not terminate an employee simply because they refused to cut their afro.
Driver’s Licenses
Effective January 1, 2025, employers may not include a statement in a job posting that applicants must have a driver’s license unless the employer both 1) reasonably expects driving to be one of the job functions; and 2) believes that satisfying the job function through alternative transportation (i.e. public transportation) would not be comparable in cost or travel time.
Leave for Victims of Crime, Jury Duty, Court Proceeding
California expanded the Fair Employment and Housing Act by making it unlawful to discriminate or retaliate against an employee for taking time off from work for jury duty or to comply with a subpoena or court order as a witness in a judicial proceeding.
Employers also may not discriminate or retaliate against an employee for taking time off for specified reasons if the employee or their family member is a victim of a crime.
Mandatory Meetings
Employers may no longer hold mandatory meetings during work hours to discuss political or religious matters.
Paid Vacation – Family Leave
Employers may no longer require employees to use up to two weeks of accrued vacation before receiving benefits under California’s Paid Family Leave Program.
Contact the experienced employment attorneys at the Law Offices of Corren & Corren for any of your employment law needs.
