As we move through 2024, California employees should be aware of several new labor laws that could significantly impact their rights and workplace conditions. Here’s a breakdown of nine key laws you need to know:
1. Minimum Wage Increases
Starting January 1, 2024, California's state minimum wage rises to $16 per hour for all employers. This increase also affects exempt employees, whose salaries must be at least 1.5 to 2 times higher than the minimum wage. Notably, fast food workers will see their minimum wage increase to $20 per hour on April 1, 2024, with further annual hikes through 2029. Healthcare workers at larger facilities will see their minimum wage rise to $23 per hour starting June 1, 2024. Additionally, around 30 cities and counties in California have implemented even higher minimum wages for 2024.
2. Enhanced Paid Sick Leave (SB 616)
From January 1, 2024, employees can accrue up to 40 hours of paid sick leave annually, up from the previous cap of 24 hours. This enhancement gives workers more flexibility in managing their health needs.
3. New Reproductive Loss Leave (SB 848)
Employees experiencing reproductive loss events, such as miscarriage or failed adoption, are now entitled to up to five days of protected leave. This new law offers vital support during challenging times.
4. Noncompetition Agreement Restrictions (SB 699, AB 1076)
California continues to strengthen its stance against noncompetition agreements, rendering them void in 2024. Employees now have the right to challenge these agreements in court, seek damages, and recover attorney’s fees.
5. Cannabis Use Protections (AB 2188, SB 700)
The new laws protect employees from discrimination based on off-duty, off-site cannabis use. Employers are also restricted from using drug test results showing non-psychoactive cannabis metabolites as grounds for adverse employment actions.
6. Updated Wage Theft Prevention Notice (AB 636)
Employers must provide more comprehensive wage theft prevention notices, ensuring employees are fully informed about their employment terms. This law aims to enhance transparency and protect workers’ rights.
7. Workplace Violence Prevention Plan (SB 553)
Employers are now required to establish detailed workplace violence prevention plans. This includes employee training and maintaining records related to the prevention efforts, aimed at creating safer work environments.
8. Anti-Retaliation Protections (SB 497)
A new law presumes employer retaliation if adverse action is taken within 90 days of an employee engaging in protected activities. This makes it easier for employees to prove cases of retaliation.
9. Changes in Arbitration Enforcement (SB 365)
Trial court proceedings will no longer be automatically stayed when an order denying a motion to compel arbitration is appealed. This change will influence how employers approach arbitration and related disputes.
Staying Informed
Each of these new laws underscores the importance of staying informed about your rights as an employee in California. These regulations are designed to enhance worker protections and provide greater workplace transparency. If you have any questions about how these laws affect you, consider reaching out to your employer or consulting with a legal professional.
