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)
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.
Bereavement Leave (AB 1949)
AB 1949 requires employers with five or more employees to provide at least five days of unpaid bereavement leave to employees who have worked at least 30 days before the first day of leave. Leave may be taken upon the death of a family member, including a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.
AB 1949 allows employees to take nonconsecutive days of bereavement leave. Employers may, however, require the leave to be completed within...
Posted 17 minutes ago OREM, Utah — A Utah man has sued political commentator and podcaster Candace Owens for allegedly falsely linking him to the shooting death of Charlie Kirk. In the lawsuit fil...