At Peoplescape, we’re committed to keeping you in the loop on California’s ever-evolving employment laws. As your trusted business advisors, we know that legal changes can seem complex but applying them in your business doesn’t have to be.
As we coast through Q4 and start thinking of the holidays and beyond, here’s a rundown of whatcoming up in 2025 and how to integrate these updates into your operations.
1. Freelancers and Contracts: Clarity Is Key
What’s New? California’s Freelance Worker Protection Act (SB 988) requires written contracts for freelance jobs over $250, covering service details, payment rates, and deadlines. This clear documentation protects freelancers and your business by establishing mutual expectations from the start.
How we Recommend You Apply It: For freelance projects, use a standardized contract template. Clear, consistent contracts prevent misunderstandings and make managing freelance work a breeze—keeping things professional and legally sound. Ask us to draft you one!
2. Expanding Leave Rights for Victims: Prioritizing Compassion and Compliance
What’s New? Assembly Bill 2499 now allows employees to take time off if they, or a family member, have experienced “qualifying acts of violence” (e.g., domestic violence or stalking), even if no legal action follows. This law also allows employees to use paid leave they’ve accrued to recover, or support loved ones.
How Peoplescape Recommends You Apply It: Update your employee handbook to reflect these new rights and provide training to managers on handling such leave requests. A compassionate, compliant workplace builds trust and aligns with employee well-being, and engagement which also keeps you safe. Tis, the season and we’re already buried in handbooks. Make sure you’re ready to face 2025, with yours!
3. Banning Forced Meetings on Politics and Religion: Freedom to Be Themselves at Work
What’s New? The “California Worker Freedom from Employer Intimidation Act” (SB 399) prohibits employers from requiring attendance at meetings on religious or political matters, helping protect employees from potential coercion or discrimination based on personal beliefs.
How Peoplescape Recommends You Apply It: Adjust your meeting policies to ensure any workplace communication remains professional and focused on work-related topics. This not only keeps you compliant but fosters an open, respectful workplace culture that supports productivity.
4. Anti-Discrimination Protections: Embracing Intersectionality
What’s New? California’s FEHA now explicitly protects employees against discrimination based on any combination of protected characteristics (e.g., race and gender combined). This ensures individuals facing overlapping discrimination have a clearer path to justice.
How Peoplescape Recommends You Apply It: Enhance your anti-discrimination training to cover intersectionality and layered experiences. This proactive approach empowers your team to recognize and address diverse perspectives, promoting a workplace culture rooted in respect and inclusiveness.
5. Local Enforcement of Discrimination Laws: More Support for Your Team
What’s New? Under SB 1340, local governments now have the authority to enforce California’s anti-discrimination laws, potentially increasing local accountability and compliance support.
How Peoplescape Recommends You Apply It: Keep your discrimination policies current and reach out to local resources for additional compliance support if needed. Proactive adherence to these updates doesn’t just meet legal requirements; it strengthens your workplace’s foundation of equity and respect.
Final Thoughts: Kaizen
Kaizen is a method of making small, continuous improvements that can lead to significant changes over time. California’s updates each year build towards safer, and inclusive workplaces. By making small, proactive adjustments, that don’t involve immense cost or effort, you can remain compliant and thrive as a workplace where people feel respected and valued. At Peoplescape, we’re here to make your life easier and support you in implementing these laws, to work in your favor, to build a culture that benefits both your team and your bottom line.