California Business and Professions Code Section 16600 provides that every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is void, except as provided by narrow statutory exceptions. This prohibition is…
California’s minimum wage structure has become increasingly complex, with state, local, and industry-specific rates creating a patchwork of requirements that employers must navigate carefully. Understanding which rate applies to your workers is not optional—wage and hour violations carry substantial penalties….
California’s meal and rest break requirements are among the strictest in the nation, and violations are one of the most common sources of wage and hour litigation. Employers who fail to provide compliant breaks face automatic premium pay obligations, class…
California requires employers with five or more employees to provide sexual harassment prevention training to all employees. This is not a suggestion or best practice—it is a legal mandate enforced by the Department of Civil Rights. Employers who fail to…
California Labor Code sections 201 through 203 impose strict deadlines for payment of final wages when employment ends. Violations trigger automatic waiting time penalties that can quickly exceed the value of the underlying wages. Employers who misunderstand or ignore these…
AB 692 takes effect January 1, 2026, and it bans most “stay-or-pay” provisions in employment contracts entered into on or after that date. If you’re still using employment agreement templates with clawback clauses, you have a problem. Stay-or-pay provisions typically…
AB 406 amends California’s paid sick leave law starting January 1, 2026. Labor Code Section 246.5 now expands when employees can use paid sick leave to include jury duty and attending judicial proceedings related to qualifying acts of violence—including domestic…
SB 294, the Workplace Know Your Rights Act, takes effect January 1, 2026, and it creates new notice obligations for all California employers. By February 1, 2026, employers must provide a stand-alone written notice to all current employees describing key…
California’s minimum wage increases to $16.90 per hour on January 1, 2026. That’s the headline. Here’s what California employers actually need to know. The increase affects more than just your hourly workers’ paychecks. It also raises the minimum annual salary…
California’s Civil Rights Department finalized new FEHA regulations governing the use of artificial intelligence and automated decision systems in employment. Effective October 1, 2025, these regulations create compliance obligations that most employers using AI in hiring, promotion, or termination decisions…
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