With 2025 having arrived and a new President known for shattering norms about to assume office, employers are eyeing the inevitable enforcement changes that the new administration will bring. But employers must remember to keep an eye on the equally significant changes in state law already underway.

A number of states have enacted new laws—in effect already or soon to take effect—which will require employers to update their payment and wage classification policies, leave requirements, and protections regarding discrimination and privacy.

We focus here on new laws that took effect on January 1, 2025 in New York and California—two of the most progressive and legislatively active jurisdictions, and (for those reasons) the two known as the most potentially “dangerous” for employers.

New York

Paid Prenatal Leave: New York is the first state in the nation to mandate that employers provide employees with 20 hours of paid prenatal personal leave every calendar year.

The Paid Prenatal Leave Law covers all private-sector employers, regardless of size of the employer.

A few significant points for compliance:

• The benefit is given to all employees, full or part time. There is no explicit allowance for pro-rating for those who are part-time.

• The benefit commences and is available right at hire, so every employee is eligible for it from day one on the job.

• The 20 hours of paid leave must be provided in addition to other types of sick and safe leave.

• For existing employees, the 20...

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