california employment law 2024

What To Know About California Employment Law in 2024

California is set to implement several employment law updates in 2024, which will have a significant impact on both employers and employees. To ensure compliance with the updated regulations, businesses should prepare for these changes, while employees should also familiarize themselves with the new laws and their implications. To help you get started, we have created the guide below, which outlines some of the more critical employment law changes in 2024.

An Increased Minimum Wage

Starting on January 1, 2024, the minimum wage in California will increase by 50 cents, bringing it up to $16 per hour. Additionally, the minimum exempt salary for California employees, which is dependent on the state’s minimum wage, will rise from $64,480 to $66,560. 

The state also passed extensive legislation implementing minimum wages for specific industries, including fast food workers and healthcare facilities. Beginning April 1, 2024,  fast food workers will receive a $20 minimum wage. Meanwhile, the minimum wage for healthcare workers will increase on June 1, 2024, and will range from $18 to $23 per hour, depending on the facility.

Expanding Sick Leave

The new regulations, which will go into effect January 1, 2024, amend California’s paid sick leave laws, expanding the mandatory paid sick leave from three days or 24 hours to five days or 40 hours. The law will also expand the annual accrual limit from 48 hours or six days to 80 hours or ten days. 

Non-Compete Agreements

California’s State Senate Bill 699 and Assembly Bill 1076 aim to strengthen the existing ban on non-compete agreements in California. These bills indicate the following:

  • Former and prospective employees have the right to sue their employer if they try to enforce a void non-compete provision. 
  • Employers are not allowed to include non-compete provisions in their contracts that are deemed void. 
  • Employers must contact all former and current employees who were employed after January 1, 2022, and had contracts containing a non-compete clause to let them know the clause is void.

However, because there are additional provisions in the bills, consider reviewing these updates with an experienced California employment law attorney for further clarification.

Reproductive Loss

Starting January 1, 2024, California employees will be entitled to five days of reproductive loss leave. This leave will not only cover miscarriage but also failed adoptions, stillbirth, an unsuccessful assisted reproduction, or failed surrogacy.

Cannabis Use

A pair of bills have expanded cannabis user rights in California. Effective January 1, 2024, Assembly Bill 2188 now outlaws employment discrimination based on off-duty cannabis use, while Senate Bill 700 prohibits employers from asking about prior cannabis use when hiring.

Learn More About the New Employment Laws, Contact Herrera Clifton Hess Today

At Herrera Clifton Hess, we know that employment-related issues can significantly impact both employees and businesses. As a solution, our firm provides a comprehensive range of services to help companies to safeguard themselves. Our services include creating, editing, and modifying employment practices, policies, and regulations to establish a work environment where employees can flourish. Additionally, we assist employees in upholding their legal rights to be free from harassment, wage and hour violations, a hostile work environment, retaliation, and discrimination.

If you have questions about the new employment laws in California starting this year, contact Herrera Clifton Hess today to speak with our team and get the answers you need.