California employers face an abundance of new employment laws set to take effect at the start of the new year. Below find descriptions of new requirements for employee leaves of absence, pay transparency and data reporting, COVID-19 compliance, privacy rights, industry-specific requirements, and other new workplace laws. Unless otherwise stated, the obligations created by the laws below will take effect on January 1, 2023. Learn more about these and other employment developments at Troutman Pepper’s upcoming December 8 Labor + Employment webinar.

Leave

Amendments to California Family Rights Act (CFRA) and Paid Sick Leave Law (PSL) (AB 1041)

• AB 1041 adds “designated person” to the categories of persons with a serious health condition for whom an employee may take CFRA leave. A “designated person” under CFRA includes “any individual related by blood or whose association with the employee is the equivalent of a family relationship.”
• For paid sick leave, AB 1041 expands “family member” to include a “designated person.” A “designated person” for purposes of PSL includes “a person identified by the employee at the time the employee requests paid sick days.” Unlike the CFRA, there is no blood relation or equivalent family relationship requirement.
• AB 1041 allows employers to limit an employee to one designated person per 12-month period. Employees may wait until the time leave is requested to designate that person.

Bereavement Leave (AB 1949)

• AB 1949 requires employers with...

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