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Note: Employers who fail to comply with Los Angeles City posting requirements and local employment laws may be subject to administrative citations, penalties and civil actions. See Compliance Alerts below.
Compliance Alert: The Employee Handbook Creator has been updated for 2025 to address new laws that became effective this year, including an expansion of California’s leave and accommodation requirements for those who are victims of, or who have family members who are victims of certain acts of violence, and changes to California’s paid sick leave law. Some of the major policies updates for 2025 include, for example:
• Victim’s Leave and Accommodation
• Victim’s Leave for Treatment
• Jury Duty and Witness Leave
• State Sick Leave
• Paid Time Off
Compliance Alert: California law requires employers with five or more employees to provide sexual harassment prevention training to all supervisors. Mandatory training must take place within six months of hire or promotion and again every two years.
As a best practice, employers should also train out-of-state supervisors and employees who interact with California employees.
Important note regarding California’s training threshold of five or more employees: When counting employees to determine if you’re required to provide harassment prevention training, be sure to count staff located outside of California, part-time and temporary direct hires, independent contractors, as well as unpaid interns and volunteers.
Harassment prevention training courses are intended for individual learners only. Taking California individual-learner courses in a group setting will not satisfy state requirements.
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Compliance Alert: Mandatory updates to the CA Survivors of Violence and Family Members of Victims Right to Leave and Accommodations pamphlet effective 7/1/2025
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Compliance Alert: CalChamber's poster will reflect San Francisco's new minimum wage of $19.18/hour effective July 1, 2025. Employers must post the most current notices.
Preorders will begin shipping late June
Note: Employers who fail to comply with San Francisco posting requirements and local employment laws may be subject to administrative citations, penalties and civil actions.
