California’s Healthy Workplaces/Healthy Families Act underwent significant amendments effective January 1, 2026, expanding when employees can use paid sick leave and clarifying employer obligations. These changes affect every California employer with workers who perform 30 or more days of work…
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…
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…
California’s AB 5 codified the Dynamex ABC test for determining independent contractor status, creating standards stricter than federal law. The ABC test applies to most workers for purposes of the Labor Code and Unemployment Insurance Code. Certain exempted occupations use…
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