California 2026 Employment Law Update

California 2026 Employment Law Update: What Every Employer, Manager, and Supplier Needs to Know

California’s employment landscape is shifting again—fast. This comprehensive class equips employers, managers, and supplier businesses with a clear, practical understanding of the major legal changes taking effect in 2026 and beyond. Attendees will walk away with actionable guidance to update policies, strengthen compliance, and reduce risk across their organizations.

This session covers the most significant new laws impacting hiring, pay practices, record-keeping, employee rights, and workplace obligations, including:

Key Topics Covered

• Pay Equity Enforcement Act (SB 642)
  New requirements for “good faith estimate” pay scales and inclusion of total compensation in pay equity reviews.
• DLSE Wage Theft Enforcement (SB 261)
  Mandatory attorney’s fees for Labor Commissioner hearings and a triple damages penalty for unpaid wage judgments.
• Paid Family Leave Expansion (SB 590)
  Beginning July 2027, wage replacement benefits extend beyond family members to include “designated persons.”
• “Stay or Pay” Ban (AB 692)
  Prohibits contract clauses that penalize employees for leaving by requiring repayment of fees, debts, or costs.
• Revival of Sexual Assault Claims (AB 250)
  A two-year window (Jan 1, 2026–Dec 31, 2027) allowing revival of sexual assault–related claims, including harassment and wrongful termination.
• Worker Classification & Vehicle Use (SB 809)
  Clarifies that owning a vehicle used for work does not make a worker an independent contractor; includes the Construction Trucking Employer Amnesty Program.
• Pay Data Reporting Expansion (SB 464)
  Employers with 100+ employees must now store demographic data separately from personnel files and report across 23 job categories (up from 10).
• Workplace Know Your Rights Act (SB 294)
  Requires a stand‑alone annual notice of workplace and constitutional rights, plus the option for employees to designate an emergency contact for arrest/detention notifications.
• Personnel Records Rights (SB 513)
  Personnel files must now include education and training records (if maintained), with specific details such as trainer, duration, competencies, and certifications.
• Tip Theft Enforcement (SB 648)
  Expands the Labor Commissioner’s authority to investigate and pursue tip‑related violations; employees may also bring civil claims directly.
• Minimum Wage Increase
  Statewide minimum wage rises to $16.90/hour, with reminders to check higher local ordinances (e.g., Los Angeles, San Francisco).
• Overtime Exempt Salary Threshold
  Exempt employees must earn at least $70,304 annually (or $5,858.67 monthly).

Who Should Attend

This class is designed for all employers, managers, HR professionals, and supplier businesses within our membership. Whether you oversee a small team or manage a large workforce, these updates affect your policies, your risk exposure, and your day‑to‑day operations.

Instructor: Spencer Hammer