New California Employment Laws Protecting Workers in 2024

California continues to be at the forefront of protecting workers' rights with new laws that aim to enhance workplace fairness, safety, and benefits. As 2024 approaches, it's essential for both employees and employers to stay informed about these updates. Here’s an overview of the new California employment laws coming into effect in 2024.

Increased Minimum Wage

Starting January 1, 2024, California's minimum wage will increase:

• Statewide Minimum Wage: The minimum wage for all employers will increase to $16 per hour.

• Local Variations: Some cities and counties may have higher minimum wages. Employers must comply with the rate that is more favorable to employees.

Expanded Family Leave

The California Family Rights Act (CFRA) has been expanded to include more family members for whom employees can take leave to provide care:

• Added Relationships: Employees can now take leave to care for a broader range of family members, including siblings, grandparents, grandchildren, and in-laws.

• Duration: Eligible employees can take up to 12 weeks of unpaid, job-protected leave within a 12-month period.

Enhanced Workplace Safety for Heat Illness

New regulations have been introduced to protect workers from heat-related illnesses:

• Heat Illness Prevention Plan (HIPP): Employers are required to implement a comprehensive Heat Illness Prevention Plan, including training, access to water, and shade.

• Rest Breaks: Employers must provide additional paid rest breaks when temperatures exceed 80°F.

Remote Work Reimbursements

With remote work becoming more common, California has enacted laws to ensure that remote employees are reimbursed for necessary expenses:

• Reimbursement Requirements: Employers must reimburse employees for reasonable and necessary expenses incurred while working from home, such as internet, phone bills, and office supplies.

• Policy Updates: Employers are encouraged to update their expense reimbursement policies to comply with this new law.

Protections for Gig Economy Workers

California continues to enhance protections for gig economy workers:

• AB 5 Clarifications: The state has provided further clarifications and adjustments to Assembly Bill 5 (AB 5) to ensure more workers are classified as employees rather than independent contractors, granting them access to benefits and protections.

• Health and Safety Protections: New laws mandate that gig economy platforms provide basic health and safety protections to their workers.

Anti-Discrimination Protections

Several new laws strengthen anti-discrimination protections in the workplace:

• Expanded Definitions: The definition of “protected classes” has been expanded to include traits historically associated with race, such as hair texture and protective hairstyles (e.g., braids, locks).

• Reporting and Accountability: Employers are now required to report any incidents of discrimination to the California Department of Fair Employment and Housing (DFEH) and maintain detailed records of such incidents.

Wage Theft Prevention

California has introduced stricter measures to combat wage theft:

• Increased Penalties: Penalties for wage theft have been increased significantly to deter employers from withholding wages.

• Wage Theft Recovery Fund: A new fund has been established to ensure workers can recover stolen wages even if their employer cannot pay.

Sexual Harassment Training

Sexual harassment training requirements have been updated:

• Frequency and Scope: Employers must provide sexual harassment prevention training to all employees every two years. The training must now also cover bystander intervention techniques.

• Documentation: Employers are required to keep detailed records of all training sessions and materials used.

Employee Data Privacy

New regulations protect employee data privacy:

• Data Collection Transparency: Employers must inform employees about the types of data being collected, the purpose of the collection, and how the data will be used.

• Consent and Access: Employees must give explicit consent for their data to be collected and have the right to access and correct their personal data.

COVID-19 Protections

COVID-19 related protections have been extended and expanded:

• Sick Leave: Employers must provide additional paid sick leave for employees affected by COVID-19, including those caring for family members with COVID-19.

• Workplace Safety: Enhanced workplace safety standards for COVID-19 prevention, including improved ventilation, sanitation protocols, and mask requirements, remain in effect.

California's new employment laws for 2024 reflect the state’s commitment to protecting workers and ensuring fair, safe, and equitable workplaces. Both employees and employers must familiarize themselves with these changes to comply with the law and uphold workplace rights.

If you have questions about the new employment laws or need legal assistance, contact FairWork Legal Group. Our experienced attorneys are dedicated to protecting workers' rights and ensuring compliance with California labor laws.