随着新年的到来，我们不仅迎接了节日的喜庆和传统，还迎来了由加州立法机构通过并由州长 签署的一系列全新劳动法。这些法律将于2025年初在加州生效，对全州的雇主产生广泛影响,以下是这些更新的关键概述。
As the new year arrives, it brings not only the celebration of yuletide cheer and festive traditions, but also a fresh set of California employment laws enacted by the Legislature and signed into law by the Governor. Below is an overview of the key employment laws set to take effect in California at the start of 2025, which will impact employers across the state.
一般最低工资/薪资调整 General Minimum Wage/Salary Increases
自2025年1月1日起，加州的州最低工资将提高至每小时16.50美元，适用于所有雇主，无论其员工数量多少。这也意味着，从2025年1月1日起，加州的豁免员工必须获得至少68,640美元的年度最低工 资。此外，某些行业的工人，例如快餐行业和医疗行业的员工，将适用更高的最低工资标准。同时，包括洛杉矶、奥克兰、旧金山和圣地亚哥在内的许多城市和县，已设定高于州标准的最低工资。雇主应核实员工工作所在地适用的最低工资要求，以确保合规性。
Effective January 1, 2025, the California state minimum wage will increase to $16.50 per hour for all employers, regardless of employee headcount. This also means that as of January 1, 2025, exempt employees in California must be paid a minimum annual salary of $68,640. Certain workers in the fast-food industry and healthcare employees will be subject to even higher minimum wages. Furthermore, many cities and counties, including Los Angeles, Oakland, San Francisco, and San Diego have set minimum wages above the state rate. Employers should verify the applicable minimum wage in the municipalities where their employees work to ensure compliance.
AB 2499 暴力受害者带薪病假使用 Paid Sick Day Use by Victims of Violence
自2025年1月1日起，AB 2499扩展了对犯罪或虐待受害员工及其家属的保护。该法案将“犯罪”的定义扩大到包括轻罪和重罪，无论犯罪发生在何处；并将“受害者”定义为遭受符合条件的暴力行为的人，例如家庭暴力、性侵犯、跟踪、身体伤害行为、伤害威胁或使用武器的行为。员工可以请保护性假期来处理这些问题，或协助其家属——家属包括子女、父母、祖父母、兄弟姐妹、配偶、同居伴侣或指定的人。员工可使用带薪病假来履行这些目的。此外，雇主必须提供合理的便利，并确保不对行使这些权利的员工进行报复。该法律现由《公平就业与住房法》下的民权部门执行，特别强调雇员人数达到25人 或以上的雇主需要合规。这些雇主必须允许受害者请假以寻求医疗、法律或其他救助。
Effective January 1, 2025, AB 2499 expands protections for employees and their family members who are victims of crime or abuse. The law broadens the definition of a “crime” to include misdemeanors and felonies regardless of where they occurred and defines a “victim” as anyone subjected to a qualifying act of violence, such as domestic violence, sexual assault, stalking, or acts causing bodily harm, threats of injury, or weapon use. Employees may take protected leave to address these issues or assist a family member—defined as a child, parent, grandparent, sibling, spouse, domestic partner, or designated person. Paid sick leave can be used for this purpose, and employers must provide reasonable accommodations and ensure no retaliation against employees exercising these rights. The law, now enforced under the Fair Employment and Housing Act (FEHA) by the Civil Rights Department (CRD), emphasizes compliance, especially for employers with 25 or more employees, who must allow leave for victims to seek medical, legal, or other relief.
AB 1034 AB2288 SB92 私人代理检察长法案改革 PAGA Reforms
2024年6月，加州州长加文·纽森通过 AB 1034、AB 2288 和 SB 92 对《私人律师总法》（PAGA）进行 了重大改革。这些改革旨在减少雇主负担，并通过阻止公投动议的方式防止 PAGA 被废除。改革于2024年6月19日生效，要求原告在法定期限内亲身经历其指控的每一项《劳动法典》违规行为，但某些非营利法律援助组织可豁免此要求。如果存在缓解因素（例如孤立或短期违规行为），初始违规罚款可降至每名员工每期 25 美元或 50 美元。对于能够证明合理合规的雇主，罚款还可进一步减少 15% – 30%。罚款分配比例已从之前的75%归加州政府、25%归员工，调整为65%归加州政府、35%归员工。扩大的纠正机会允许更多违规行为（例如工资单错误和加班费申诉）得到补救；小型雇主可向劳动和劳动力发展局（LWDA）机密申请纠正，而大型雇主可申请早期评估会议和暂缓执行以讨论解决方案。法院现在有权根据案件的可管理性限制 PAGA 申诉，鼓励尽早解决争议。这些改革旨在遏制无意义的诉讼，为雇主提供支持，同时确保员工权益得到公平保护。
In June 2024, Governor Gavin Newsom’s administration enacted signifi cant reforms to the Private Attorneys General Act (PAGA) through AB 1034, AB 2288, and SB 92, aiming to reduce employer burdens and prevent the elimination of PAGA via ballot initiative. Eff ective June 19, 2024, these changes require plaintiff s to have personally experienced each Labor Code violation they allege within the statutory period, with exceptions for certain nonprofi t legal aid organizations. Initial penalties for violations may be reduced to $25 or $50 per employee per pay period if mitigating factors, such as isolated or short-term violations, are present, and penalties may be further reduced by 15% to 30% for employers demonstrating reasonable compliance eff orts. The allocation of penalties has shifted, with 65% going to the State of California and 35% to employees, instead of the previous 75/25 split. Expanded cure opportunities allow more violations, such as wage statement errors and overtime claims, to be remedied; small employers can confidentially request cures from the Labor and Workforce Development Agency (LWDA), while large employers may seek early evaluation conferences and stays to discuss resolution. Courts now have discretion to limit PAGA claims for manageability, encouraging early resolutions. These reforms aim to curb frivolous lawsuits, provide relief to employers, and ensure fair employee protections.
SB 399 禁止要求员工 参加传达雇主宗教或政治观点的会议 Required Attendance at Meetings to Convey Employer’s Religious or Political Opinions Prohibited
《加州工人免受雇主胁迫法案》禁止雇主要求员工参加或参与旨在表达雇主对宗教或政治事务观点的会议或交流。 “宗教事务”包括宗教信仰、宗教实践或对宗教组织的支持；而“政治事务”涵盖选举、政党、立法、法规或是否加入或支持任何政治或工会组织的决定。此外，雇主不得对拒绝参加此类“强制性会议”的员工进行报复。例外情况包括法律要求的沟通、与工作相关的信息以及公共实体或高等教育机构的特定沟通。违反此法律的雇主可能会面临每位受影响员工500美元的民事罚款，劳工专员可采取执法行动，员工也可提起民事诉讼，寻求禁令救济、赔偿和惩罚性赔偿。
The California Worker Freedom from Employer Intimidation Act, prohibits employers from requiring employees to attend or participate in meetings or communications designed to express the employer’s views on religious or political matters. “Religious matters” include religious affiliation, practices, or support for religious organizations, while “political matters” encompass elections, political parties, legislation, regulation, or the decision to join or support any political or labor organization. Employers are also barred from retaliating against employees who decline to participate in such “captive audience” meetings. Exceptions apply for legally mandated communications, job-related information, and specific communications by public entities or higher education institutions. Violations of this law may result in a civil penalty of $500 per affected employee, enforcement actions by the Labor Commissioner, and employee-initiated civil suits seeking injunctive relief, damages, and punitive damages.
AB 2123 带薪家庭假修正案 Paid Family Leave Amendment
自2025年1月1日起，AB 2123对加州的带薪家庭假（PFL）计划进行了修订，取消了雇主要求员工在领取PFL福利之前先使用已累积的带薪休假或个人假期（PTO）的权利。PFL为需要休假照顾重病家属、陪伴新生儿或在符合条件的事件中协助军人家庭成员的员工提供部分工资补偿。根据新的修正案，员工 在经历符合条件的事件后将立即有资格领取PFL福利，而无需先耗尽已累积的休假。
Eff ective January 1, 2025, AB 2123 amends California’s Paid Family Leave (PFL) program by eliminating an employer’s ability to require employees to use accrued vacation or paid time off (PTO) before accessing PFL benefits. PFL provides partial wage replacement to employees who need time off to care for a seriously ill family member, bond with a new child, or assist military family members during qualifying events. Under the new amendment, employees will be immediately eligible to receive PFL benefits upon experiencing a qualifying event, without first exhausting accrued leave.
AB 1815 种族歧视：发型 Race Discrimination: Hairstyles
AB 1815修订了《加州公平就业与住房法》（FEHA），将“种族”的定义扩展到包括与种族相关的特征，例如发质和保护性发型（如辫子、脏辫和扭发）。此前，FEHA将“种族”定义为仅包括“历史上”与种族相关的特征。本次修订删除了“历史上”一词，扩大了对基于种族的歧视保护的范围。此外， “保护性发型”的术语也进行了更新，将“locks”改为“locs” 。这些修订同样适用于《教育法典》和《安拉民权法案》，以确保在不同法律领域中提供一致的保护。
AB 1815 amends the California Fair Employment and Housing Act (FEHA) by expanding the definition of “race” to include traits associated with race, such as hair texture and protective hairstyles like braids, locs, and twists. Previously, FEHA defi ned “race” to include only traits “historically” associated with race. This amendment removes the word “historically,” broadening the scope of protections against race-based discrimination. The term “protective hairstyles” is also updated, changing the spelling of “locks” to “locs.” These revisions are also applied to the Education Code and the Unruh Civil Rights Act, ensuring consistent protections across various legal areas.
SB 1137 歧视申诉：受保护特征的交叉性 Discrimination Claims: Intersectionality of Protected Characteristics
SB 1137修订了加州的反歧视法律，包括《公平就业与住房法》（FEHA）、《安拉民权法案》（Unruh Civil Rights Act）以及相关的《教育法典》条款。该修正案明确规定，歧视不仅基于单一受保护特征是被禁止的，同时基于两个或多个受保护特征的交叉性或组合的歧视也同样被禁止。这意味着，当个人提出歧视或骚扰申诉时，可能需要确认是否是基于这些特征的组合，而不仅仅是单一特征。SB 1137将第九巡回法院在 Lam诉夏威夷大学（1994年）案件中的裁定写入法律，该裁定承认歧视和骚扰可能基于受保护特征的独特组合。虽然加州法律此前已经对这类情况提供了保护，但SB 1137通过明确规定，消除了任何可能存在的歧义，明确禁止基于受保护特征组合的歧视行为。
SB 1137 amends California’s anti-discrimination laws, including the Fair Employment and Housing Act (FEHA), the Unruh Civil Rights Act, and relevant provisions of the Education Code. The amendment clarifies that discrimination is prohibited not only on the basis of individual protected characteristics but also on the basis of the intersectionality, or combination, of two or more protected traits. This means that when an individual claims discrimination or harassment, it may be necessary to establish whether it was based on a combination of these factors, rather than just one trait. SB 1137 codifi es the Ninth Circuit’s ruling in Lam v. University of Hawaii (1994), which recognized that discrimination and harassment can occur based on the unique combination of protected characteristics. While California’s laws already extended protections to such cases, SB 1137 removes any ambiguity by explicitly stating that discrimination based on a combination of protected characteristics is prohibited.
AB 2299 举报人权利公告 Whistleblower Rights Posting
AB 2299要求雇主张贴由加州劳工专员制定的 模板公告 ，其中说明员工在州举报人法律下的权利和责任。这项新法律将于2025年1月1日生效，明确规定雇主必须展示包含举报人热线电话号码的特定举报人 权利公告（根据《劳动法》第1102.8条）。雇主若张贴此模板公告，将被视为符合法律要求。此更新旨在确保员工了解其在加州法律下的举报人权利和保护措施。
AB 2299 requires employers to post a model notice developed by the California Labor Commissioner, outlining employees’ rights and responsibilities under the state’s whistleblower laws. This new law, eff ective January 1, 2025, codifi es the requirement for employers to display a specifi c whistleblower rights notice that includes the telephone number of the whistleblower hotline, as per Labor Code section 1102.8. Employers who post this model notice will be considered in compliance with the law. This update aims to ensure that employees are aware of their whistleblower rights and protections under California law.
SB 1100 驾驶执照歧视 Driver’s License Discrimination
SB 1100规定，雇主不得在招聘材料（如职位广告、公告和申请表）中包含驾驶执照的要求，除非满足 以下两个条件：1. 雇主合理预期驾驶是工作中的必要职能；2. 雇主合理认为替代交通方式（如出租车、拼车、自行车或步行）在旅行时间或成本上无法与驾驶相媲美。该法律旨在防止基于“所有职位都普遍需要驾驶执照”的假设而导致的歧视行为。
SB 1100 makes it unlawful for employers to include a requirement for a driver’s license in employment materials, such as job advertisements, postings, and applications, unless two conditions are met: (1) the employer reasonably expects driving to be a necessary job function, and (2) the employer reasonably believes that alternative transportation methods (such as taxis, carpools, bicycles, or walking) would not be comparable in terms of travel time or cost to the employer. This law aims to prevent discrimination based on the assumption that a driver’s license is universally required for all positions.
SB 988 自由职业者保护法案 Freelance Worker Protection Act (FWPA)
自2025年1月1日起，根据SB 988《自由职业者保护法案》，雇佣方必须与符合ABC测试标准且受聘提供价值超过250美元服务的自由职业者签订书面合同。合同需包括服务明细、报酬标准、支付方式、支付截止日期及提交服务的最后期限。服务开始后，雇佣方不得以减少报酬、提供额外服务或授予更多权利为条件来延迟支付报酬。违反该法的雇佣方可能面临罚款，例如拒绝书面合同请求罚款1,000美元、未支付款项的双倍赔偿，以及合同价值或已完成工作价值的更高额赔偿。雇主还需保留合同四年。该法律保护自由职业者免受报复，并允许其提起私人诉讼以维护自身权利。
Starting January 1, 2025, SB 988, the Freelance Worker Protection Act, requires hiring parties to enter into written contracts with freelancers who are independent contractors under the ABC test and hired for services valued over $250. The contracts must include an itemized list of services, compensation rates, payment methods, payment due dates, and deadlines for submitting services rendered. Once services commence, hiring parties cannot condition timely payment on the freelancer accepting reduced compensation, providing additional services, or granting more rights than agreed upon. Violations of the law may result in penalties, such as $1,000 for refusing a written contract request, double damages for unpaid amounts, and damages equal to the greater of the contract’s value or the work performed. Employers are also required to retain these contracts for four years. The law protects contractors from retaliation and allows them to bring private actions to enforce their rights.
SB 1870 工伤赔偿法律咨询通知 Workers’ Compensation Legal Advice Notice
SB 1870修订了《加州劳动法》第3550条，要求雇主提供更多关于受伤员工法律咨询权利的信息。目 前，雇主需在显眼位置张贴 通知 ，内容包括工伤报告途径、员工选择和更换主治医生的权利，以及反歧视保护。从2025年1月1日起，该法律要求通知中还必须包含受伤员工有权与持证律师进行法律咨询，以了解其在工伤赔偿法下的权利的信息。
SB 1870 amends Section 3550 of the California Labor Code to require that employers provide additional information regarding an injured employee’s right to legal consultation. Currently, employers are required to post a notice in a conspicuous location containing information such as where to report injuries, an employee’s right to select and change their treating physician, and protections against discrimination. Beginning January 1, 2025, the law mandates that this notice also include information about an injured employee’s right to seek legal consultation with a licensed attorney to understand their rights under workers’ compensation laws.
AB 2011 小型雇主调解计划扩展至生育损失假申诉 Small Employer Mediation Program Expanded to Include Reproductive Loss Leave Claims
AB 2011扩大了加州适用于5至19名员工的小型雇主家庭假调解计划。根据该计划，员工在向法院提起诉讼之前，必须先通过加州民权部门（CRD）申请调解，以解决涉及《加州家庭权利法案》（CFRA）和加州丧假法的违规申诉。AB 2011的修订进一步将加州生育损失假法相关的申诉纳入调解程序。
AB 2011 expands California’s small employer family leave mediation program, which applies to employers with 5 to 19 employees. Under this program, employees are required to request mediation through the California Civil Rights Department (CRD) before filing claims in court for violations of the California Family Rights Act (CFRA) and California’s bereavement leave law. The amendment introduced by AB 2011 now includes claims related to California’s reproductive loss leave law in the mediation process.
AB 2049 更新简易判决期限 New Summary Judgment Deadlines
AB 2049修订了《加州民事诉讼法》第437c条，延长了提交简易判决或简易裁定动议的期限。根据新法律，动议必须在听证会前至少81天提交，较之前的75天有所延长。同样，提交反对意见的期限从听证会前的14天延长至至少20天，而回复意见的期限则从5天延长至至少11天。此外，法律现在禁止未经法院批准的情况下，针对对方当事人提交多于一份的简易判决动议，但仍允许提交多份简易裁定动议。新法律还明确禁止在对简易判决动议的反对意见的回复中引入新的事实。
AB 2049 amends California Code of Civil Procedure section 437(c), extending the deadlines for filing motions for summary judgment or summary adjudication. Under the new law, parties must file a motion for summary judgment at least 81 days before the hearing, up from the previous deadline of 75 days. Similarly, the deadline for filing an opposition to the motion is now at least 20 days before the hearing, compared to the prior 14-day deadline. The reply deadline is also extended from five to at least 11 days before the hearing. Additionally, the law now prohibits a party from filing more than one motion for summary judgment against an opposing party without court approval, though multiple motions for summary adjudication are still permitted. The new law also explicitly forbids the introduction of new facts in a reply to an opposition to a summary judgment motion.
AB 3234 社会合规审计 Social Compliance Audits
AB 3234 要求自愿进行社会合规审计的雇主确保透明度，以验证其对健康安全法规和童工法的遵守情况。雇主必须在其网站上显著位置发布最新审计报告的链接，该报告需包含以下内容：审计的日期和时间（包括适用班次）、企业是否参与或支持使用童工、涉及未成年员工的政策和程序副本、未成年人是否暴露于危险或不安全的工作环境，以及未成年人是否在正常上学时间内或之外工作。
AB 3234 requires employers conducting voluntary social compliance audits to ensure transparency in verifying their adherence to health and safety regulations and child labor laws. Employers must now post a prominent and visible link on their website to a report summarizing the fi ndings of their most recent audit. The report must include the following information: (1) the date and time of the audit, including the applicable shift; (2) whether the business engages in or supports the use of child labor; (3) a copy of policies and procedures related to child employees; (4) whether children are exposed to hazardous or unsafe workplace conditions; and (5) whether children work during or outside of regular school hours.
AB 2754 港口拖运机动车承运人合同 Port Drayage Motor Carriers Contracts
AB 2754 将《加州劳动法》第 2810 条的规定扩展至港口拖运机动车承运人，即在港口拖运行业雇佣或聘用商业司机的个人或实体。根据第 2810 条，建筑、农场劳工、服装、清洁、保安和仓库工人的合同必须满足特定要求，以确保有足够的资金遵守劳动法。AB 2754 将港口拖运机动车承运人纳入这些规定，禁止在明知或理应知道合同资金不足以使承包商遵守所有相关就业法的情况下，与承包商签订劳动合同。该法还引入了对港口拖运机动车承运人客户的连带责任，如果承运人将司机错误分类为独立承包商，客户将承担连带民事责任。
AB 2754 extends the provisions of California Labor Code section 2810 to port drayage motor carriers, which are individuals or entities that hire or engage commercial drivers in the port drayage industry. Labor Code section 2810 mandates that contracts for construction, farm labor, garment, janitorial, security guard, and warehouse workers must meet specific requirements to ensure sufficient funding to comply with labor laws. AB 2754 adds port drayage motor carriers to these provisions. It prohibits entities from entering into labor contracts with contractors if they know or should know that the contract lacks sufficient funds for the contractor to comply with all relevant employment laws. The law also introduces joint and several liability for customers of port drayage motor carriers if the carriers misclassify drivers as independent contractors. Additionally, AB 2754 amends section 2810.4, making customers share civil liability with the motor carrier for any misclassification of port drayage drivers as independent contractors.
SB 1105 农业员工带薪病假 Paid Sick Leave for Agricultural Employees
SB 1105 修订了加州的带薪病假法，允许有权享受带薪病假的农业员工在地方或州级紧急情况下使用病假，例如避免烟雾、火灾或洪水等情况，包括工作场所关闭。该修正案明确规定，在这些情况下，病假可用于预防性护理。
SB 1105 amends California’s Paid Sick Leave law to allow agricultural employees who are entitled to paid sick leave to use it during local or state emergencies, such as to avoid smoke, fires, or flooding conditions, including worksite closures. The amendment clarifies that sick leave can be used for preventive care in these situations.
L.A. County Code § 8.300 雇主公平机会条例 Fair Chance Ordinance for Employers
自 2024 年 9 月 3 日起，洛杉矶县的《公平机会条例》为在县内未并入地区寻求就业的有犯罪记录的个人提供保护。该条例适用于在这些地区拥有五名或以上员工、每周工作两小时或以上的雇主。条例规定，雇主在发出有条件的工作邀请之前，不得询问申请人的犯罪历史。此外，雇主不得考虑特定的记录，包括未导致定罪的逮捕、被封存或撤销的记录、少年法庭信息、两年以上的特定大麻犯罪、与驾驶无关的违规行为以及已非刑事化的行为。如果雇主打算基于犯罪背景调查撤回工作邀请，必须提前提供书面通知并遵循公平机会程序。申请人有一年时间向洛杉矶县提出投诉。
Effective September 3, 2024, Los Angeles County’s Fair Chance Ordinance provides employment protections for individuals with criminal records seeking jobs in unincorporated areas of the county. The ordinance applies to employers with five or more employees working two or more hours per week in these areas. It restricts job postings and prohibits employers from inquiring about an applicant’s criminal history before making a job offer. The law limits the lookback period to seven years, with certain exceptions. Employers are prohibited from considering specific records, including arrests that did not lead to convictions, sealed or expunged records, juvenile court information, certain marijuana offenses older than two years, infractions unrelated to driving, and decriminalized conduct. If an employer intends to rescind a job offer based on a criminal background check, they must provide written notice in advance and follow a fair chance process. Applicants have one year to file a complaint with Los Angeles County.
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