Every new year brings changes to California employment law. Typically, these changes expand the rights of workers. The upcoming new year is no exception.
Here we’ll look at just two pieces of legislation signed into law recently by Gov. Gavin Newsom that expand employee rights in 2025.
Accommodations when employees’ family members are victims of violence
The California Fair Employment and Housing Act (FEHA) already requires that employers with at least 25 employees provide “reasonable accommodations” for employees who are victims of “qualifying acts of violence” such as a crime or domestic abuse. These accommodations include things like providing time off to deal with police or testify in court and more without any negative ramifications to their job.
Thanks to a new law, FEHA is extending this coverage to those whose close family members have suffered these acts of violence. This will help people take time off to help loved ones who have been the victims of crime or abuse (including stalking). The changes are effective at the start of 2025.
Intersectionality discrimination
At the start of the year, California will become the first state to recognize “intersectionality discrimination” in the law. The new law amends California’s Unruh Civil Rights Act to prohibit employment discrimination based on two or more protected characteristics.
This type of discrimination is certainly nothing new. Many Californians belong to at least two protected groups – from Black women to gay disabled employees to older Muslim workers. Not only can this double or triple the chances of someone facing discrimination, but the cumulative toll of having multiple aspects of who you are denigrated can cause serious emotional harm.
As noted, these are just two additions to California laws that protect employees’ rights and their jobs. Although all employers should stay up to date on these changes, it’s also worthwhile for employees to know their rights so they can effectively assert them if needed. If you can’t resolve an issue in the workplace – or if your efforts to do so result in retaliation (including termination), it’s wise to get legal guidance.
