Assembly Bill 5 codified the ABC test for determining whether a worker is an employee or independent contractor in California. The test creates a strong presumption of employee status, and employers who misclassify workers face exposure for unpaid wages, benefits,…
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…
The IRS just announced 2026 mileage rates, and California employers need to understand what this means for Labor Code Section 2802 compliance. Starting January 1, 2026, the standard mileage rate increases to 70 cents per mile for business use (up…
California’s Pregnancy Disability Leave law and California Family Rights Act both apply to employers with five or more employees and provide protections more extensive than federal Family and Medical Leave Act coverage. Employers often confuse these overlapping leave rights, creating…
California Labor Code Section 226.7 requires one additional hour of pay at the employee’s regular rate for each workday employers fail to provide compliant meal or rest breaks. This premium payment requirement exists only in California. Federal law mandates no…
California employers must provide accurate, itemized wage statements with each paycheck under Labor Code Section 226. This requirement exceeds federal standards, and violations trigger substantial penalties that accumulate quickly. Labor Code Section 226(a) requires wage statements to include nine specific…
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