California workers are among the most well-protected in the U.S. In 2025, the state’s lawmakers expanded protections, enacting several new laws that strengthen workplace rights and help prevent discrimination.
Whether you’re a full or part-time employee or a contracted worker, knowing these updates can help you protect your rights and take action if they are violated. Learn what new rules are going into effect and how an employment law attorney can help if your employer fails to comply with these changes.
Anti-Discrimination Law Clarifications
Starting January 1, 2025, California is expanding its workplace discrimination protections. The two new laws include SB 1137 and AB 1815, which clarify discriminatory treatment at work and make it easier for workers to file a claim:
Senate Bill (SB) 1137
When workplace discrimination happens, it often involves more than one characteristic at the same time. For example, you might face bias not just because of your race or gender but because of the combination of both.
SB 1137 clarifies that workplace discrimination based on these overlapping traits is illegal under California’s Fair Employment and Housing Act (FEHA). This change reflects the complex nature of discrimination and guarantees stronger legal protections against unfair treatment, creating a more inclusive, safe environment for everyone.
Assembly Bill (AB) 1815
AB 1815 updates California’s anti-discrimination laws to include hairstyles tied to racial identity. Traits like hair texture and protective styles—such as braids, locs, and twists—are now protected. Employers can no longer enforce grooming policies that unfairly target these hairstyles.
This law builds on the CROWN Act and ensures workplaces respect cultural and racial identity. Workers who feel discriminated against because of their hairstyle now have legal support to challenge those policies.
Time Off Provisions for Court-Related Absences
AB 2499 expands protections for employees taking time off for jury duty, court appearances, or victim-related activities starting January 1, 2025. Employers must provide clear notice of these rights and allow workers to use vacation or paid sick leave during such absences.
While employers can ask for documentation, they cannot retaliate against employees for taking this time. These updates give workers more clarity and flexibility when balancing legal obligations with their jobs, helping create a workplace that supports employees’ rights in challenging circumstances.
Changes to Paid Family Leave Requirements
Starting January 1, 2025, AB 2123 updates California’s Paid Family Leave (PFL) rules by removing an employer’s ability to require employees to use accrued vacation time before accessing PFL benefits. This change means you can collect PFL benefits immediately without impacting your vacation days.
The goal is to give employees more control over how they use their time off, making it easier to care for family members or handle personal medical needs. Eliminating this requirement creates a more worker-focused approach to existing leave policies, helping employees balance their work and family responsibilities.
Right To Refuse Mandatory Meetings
SB 399 introduces the California Worker Freedom from Employer Intimidation Act. Passed in 2024, this law stops employers from requiring workers to attend meetings where they share views on political, religious, or labor matters. This includes discussions about discouraging collective workplace efforts.
For example, an employer cannot require you to sit through a meeting promoting their stance against labor organizing or political issues. The law allows employees to decline these meetings without fear of retaliation, ensuring workplace discussions remain voluntary and free from undue influence.
Removal of Driver’s License Provisions on Job Postings
Employers often included driver’s license requirements in job postings, even when driving wasn’t part of the job. This discouraged potential candidates who lacked licenses but were otherwise qualified. Starting January 1, 2025, SB 1100 prohibits employers from including a license requirement unless driving is an essential job function.
For instance, employers recruiting for a desk job or remote position can no longer list a driver’s license as a condition for applying. This law helps remove unnecessary barriers for job seekers and shifts the focus of hiring practices to relevant skills and qualifications instead of unrelated criteria.
Protections for Freelance Workers
Freelancers often face challenges with unclear agreements and delayed payments. SB 988 addresses these issues by requiring written contracts for independent contractors earning $250 or more per project. The law specifies that contracts must outline payment terms, project details, and deadlines to prevent misunderstandings.
Under the new rule in 2025, if you’re a freelancer hired for design work, you must receive a written agreement detailing how much you’ll be paid and when. These requirements create more accountability for hiring parties and provide freelancers with stronger legal protections, reducing common issues like unpaid work or vague project expectations.
How You Can Prepare for These Changes
As these new laws go into effect, you can protect yourself by knowing your rights and what actions to take if your employer violates them. Here’s how you can prepare for 2025:
- Stay educated. Regularly check trusted resources like the California legislative website or employment law firm blogs for updates on senate or assembly bills and proposals. Understanding the changes will help you recognize when an employer is not following the rules.
- Communicate with your employer. Ask your employer how they plan to implement these new laws. If you notice inconsistencies or have questions, request clarification in writing. Written communication helps avoid misunderstandings and provides a record of your inquiries.
- Document workplace issues. If you suspect your employer isn’t following the law, start documenting incidents. Save emails, notes from conversations, updated policies, or any materials related to the situation. Detailed records will help you support your case if you need to file a complaint with the Labor Commissioner’s Office, Cal/OSHA, or California Civil Rights Department.
- Seek professional guidance. Whenever you encounter a labor violation, consult a skilled employment law attorney. They can explain your options, help you understand the law, and guide you on effectively addressing violations—whether through an official complaint or civil lawsuit—to hold your employer accountable and seek fair compensation.
Know Your Rights in 2025
California’s 2025 employment laws reflect the state’s commitment to protecting workers and fostering equitable workplaces. Understanding these updates and your rights will help you advocate for fair treatment and take legal action with the help of an experienced employment law attorney if an employer doesn’t follow the rules.
