Updates on California Labor Laws 2025

Discrimination Retaliation for Victims of Violence

With new laws and updates to existing ones, both employers and employees need to stay informed to ensure compliance and protect their rights. From changes in minimum wage requirements to updates on workplace safety and employee leave policies, these laws aim to create a better work environment. In this article, we'll break updates to California labor laws for 2025 on Discrimination Retaliation, explaining what they mean for workers and businesses alike. Whether you're an employer navigating compliance or an employee understanding your rights, this guide will help you stay ahead of the curve.

Domestic Violence Leave

Employers are prohibited from discriminating or retaliating against employees who take time off for: Jury duty, Appearing in court as a witness under a subpoena or court order, Seeking relief (e.g., restraining orders) or support (e.g., medical or counseling services) as a victim of a “qualifying act of violence” or to assist a family member who is a victim.

A “Family Member” includes means spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, stepfather, or  a registered domestic partner.

Expanded Definitions of “Acts of Qualifying Violence”

The legal definition of “Acts of Qualifying Violence” that can trigger a request for leave has also been expanded to include; Domestic violence, sexual assault, stalking, or acts causing bodily injury or death, threats or use of weapons or force against another individual, these acts now qualify regardless of whether there's an arrest, prosecution, or conviction.

Reasonable Accommodations for Victims

Employers must provide reasonable accommodations upon request to ensure the safety of employees who are victims (or whose family members are victims) of qualifying acts of violence. Examples include:

Transfers, reassignments, modified schedules, or changed work contact information. Employers must engage in a timely, good-faith interactive process to determine accommodations, unless doing so would cause undue hardship.

Use of Paid Sick Leave for “Acts of Qualifying Violence”

Employees may use paid sick leave or vacation time for purposes covered under this law.

Notice Requirements

Employers must notify employees of their rights under AB 2499 upon the following events:

Upon hire, annually, upon request and when an employee discloses they or a family member is a victim.

The law also requires that the employer must keep confidential any records regarding the employee's absence from work if related to a Domestic Violence Leave.

Unscheduled Absences Under 2499

Under AB 2499, if an employee has an unscheduled absence due to being a victim of a qualifying act of violence (e.g., domestic violence, sexual assault, or stalking), the employer cannot take fire or dicipline the employee, if the employee submits certification within a reasonable time after the absence. The certification can be provided in any of the following forms:

Police Report: A report showing the employee was a victim of a qualifying offense.

Court Order or Evidence: A protective order, separation order, or documentation from the court or prosecuting attorney proving the employee appeared in court.

Professional Documentation: A note from a medical professional, domestic violence advocate, sexual assault advocate, health care provider, or counselor confirming the employee was receiving treatment for physical or mental injuries resulting from the qualifying offense.

What This Means for Employers and Employees

• For Employees: Victims of violence and those assisting family members gain stronger protections and access to leave and accommodations. Employees performing jury duty or appearing in court as witnesses are also safeguarded from retaliation.
• For Employers: Compliance is critical. Employers must update policies, provide required notices, and ensure they engage in good-faith efforts to accommodate employees under the new law.

Law Office of Steve Lopez

Navigating the complexities of California's labor laws, especially with the significant updates coming in 2025, can be challenging for both employers and employees. From understanding new leave protections for victims of domestic violence and other qualifying acts of violence to ensuring compliance with notice requirements and reasonable accommodations, these changes demand careful attention to detail and proactive measures.

At the Law Office of Steve Lopez we specialize in California labor law defense and are here to help. If you're an employer seeking guidance on compliance requirements our experienced legal team is ready to assist. We can help you:

• Defend against discrimination lawsuits and ensure your rights are protected.
• Provide guidance on compliance with AB 2499 and other labor laws.
• Answer your questions and offer tailored advice to address your specific situation.

Don't let the complexities of California labor laws overwhelm you. Contact the Law Office of Steve Lopez today to schedule a consultation and ensure you're prepared for the changes ahead.

Disclaimer: This article is for informational purposes only and is not a substitute for legal advice. If you have specific legal questions, consult an experienced attorney.

SOURCES

California Legislature. California Labor Code Section 230.5. Legislative Counsel of California, http://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=230.5.&nodeTreePath=3.1.1.1&lawCode=LAB.