The end of one thing is always the beginning of another. That also rings true for years end and new employment laws. It is time, once again, for all California employers to sit down, buckle up, and get ready for the 2025 employment law updates and changes.
For the first time since 2020, COVID-19 has dropped off the radar regarding new or changing employment laws. Workplace violence and safety, discrimination, and paid leave laws are at the top of the list as we enter 2025. Before we pop the champagne and say goodbye to 2024, it is time to reprise our annual review of key California labor and employment law developments.
In the spirit of the season, we are kicking off our annual "12 Days of the Holidays" blog series to address new California laws and their impact on employers. On the first day of the holidays, my labor and employment attorney gave to me a partridge in a pear tree and AB 2499.
AB 2499 is packed with various expansions of protections for victims of violence. First and foremost, there are currently three Labor Code Sections that provide protection to victims of certain crimes. AB 2499 repeals and replaces two of these Labor Code sections and amends the third one.
With its repeal of these Labor Code provisions, AB 2499 shifts the existing rules to the Fair Employment and Housing Act ("FEHA") bringing claims under AB 2499 instead under the enforcement of the Civil Rights Department ("CRD").
In addition to that shift, AB 2499 expands:
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