Updated: Mar 17
There are new employment laws in California, make sure your employee rights are protected. Consult with the right California Employment Attorney.
Governor Gavin Newsom signed several employment-related bills passed by the Legislature of California in 2020. So, let's talk about California Employment Lawyers and what they do.
If you feel your employee rights have been violated, you must request an unbiased lawyer referral from a California State Bar Certified lawyer referral service. You will be connected to a pre-screened, California Employment Attorney for a FREE case analysis.
New Employment Laws in California For 2022
In 2022, significant modifications impacting employers with California operations were implemented including:
Requiring additional COVID-19 paid sick leave of 500 or more employees for the food sector personnel, some health care providers and first responders, and individuals working by private enterprises;
Creating a refutable assumption that a protected employee contracted COVID-19 at work for workers' compensation purposes;
Workers of companies with five or more employees are expanding job-protected family leave; and
Requiring some private employers to send a data report containing defined wage details to the Department of Equal Employment and Housing ('DFEH') every year.
All the following new laws will take effect on January 1, 2021, unless specified otherwise. The best employment lawyers in California will have already kept up to date on this, and will adjust their strategies accordingly.
That said, if you need someone to guide you through your employment claims, make sure to get a referral to Top Employment Lawyers in California. You can also check with your nearest California Employment Lawyers Association and find an attorney yourself.
COVID-19 Paid Sick Leave Supplementary:AB-1867 allows employers with 500 or more workers nationally to give up to 80 hours of COVID-19 additional paid sick leave ("SPSL") to employees who leave their homes to effectively conduct work. The law also covers health care staff and emergency responders whose employers have opted out of line with the Federal Families First Coronavirus Response Act ('FFCRA').
Workers are classified in the same way as they are counted under the FFCRA to decide if an employer has 500 plus employees in the United States, meaning that either this legislation or the