California employers will see a number of changes affecting human resources in the new year.

Major themes include compensation and leave, but employers also will need to note legislation that adds new retaliation protections for workers, attorneys told HR Dive.

Pay transparency

SB 1162 takes effect the first of the year and requires employers with 15 or more employees to provide pay ranges when they announce, post, publish or otherwise make known an available job.

Ben Ebbink, partner at Fisher & Phillips LLC, said this is the bill he’s hearing most about. “I’m fielding 15 to 20 questions a day from clients on that,” he said, because the statute is “not super extensive, and doesn’t have guidance or FAQs.”

For employers with structured pay systems, “it’s going to be easier to get into compliance,” he added. But for companies that don’t have “a real set structure of steps that folks in different positions earn, there’s going to be a lot of work just figuring out where things are right now.”

Mariko Yoshihara, legislative counsel and policy director of the California Employment Lawyers Association, said human resources professionals should be careful if they post jobs on aggregate sites, “making sure the pay scale is listed there” as well, she said.

She also said many employers were nervous when Colorado’s pay transparency law went into effect Jan. 1, 2021, but job candidates sought out Colorado after. Recruitonomics found the labor force participate rate went up by 1.5%...

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