Table of Contents
- 1. Navigating the Shifting Landscape of Workplace Law in California
- 2. Overtime: A Broadened Scope
- 3. travel Expenses: navigating the reimbursement Maze
- 4. Minimum Wage: Keeping Pace with the Increase
- 5. Labor Violations: preventing and Mitigating Legal Issues
- 6. California Employment Law Updates for 2025
- 7. PAGA Reform and Preventive Measures
- 8. Cal/OSHA Indoor Heat Standards: Protecting workers During Hotter Climates
- 9. Expanded leave Benefits and Employee Support
- 10. How can supervisors best ensure compliance with California’s new indoor heat standards,according to Attorney Hilario?
- 11. Navigating the Shifting Landscape of Workplace Law in California: An Interview with Attorney Lisa Hilario
- 12. Attorney Hilario, thank you for joining us today. 2025 brought important changes to California employment law. What were some of the most impactful ones for businesses?
Thank you for having me. 2025 definitely brought a lot of changes for employers to navigate. One big one was the adjustment to travel expense reimbursements.The federal mileage reimbursement rate increased to 70 cents per mile.While welcome, it also means employers need to be meticulous about tracking those expenses and making sure they align with the IRS guidelines.
You mentioned meticulous tracking. How about the potential pitfalls employers could face if they’re not careful?
A big one is inadvertently violating privacy laws. While it’s great to stay up-to-date with travel reimbursement regulations, employers should be cautious about requesting a valid driver’s license from applicants unless the role *explicitly* requires travel. This protects employee privacy during the recruitment process.
Speaking of new laws, how has PAGA reform in 2025 changed things for companies in California?
PAGA reform provides a crucial opportunity for companies to mitigate potential liability. Remember, PAGA allows employees to file lawsuits on behalf of the state for labor code violations. The reform gives employers 33 days to “cure” or address the issues highlighted in a PAGA notice. That’s a very tight window, so companies need to act swiftly.
What proactive measures can employers take to prevent PAGA claims altogether?
Staying current with evolving employment laws is essential for California businesses. Recent changes have significantly impacted various aspects of the workplace, from overtime regulations to travel reimbursements. A recent seminar hosted by Spaulding McCullough & Tansil, a Santa Rosa-based law firm, helped shed light on these critical updates for prospective and existing clients.
Overtime: A Broadened Scope
One significant change involved the Overtime for Agricultural Workers Act of 2016, which initially applied only to companies with 25 or more employees. This year, the regulation expanded to encompass all businesses, regardless of size. This means double-time pay for work exceeding 12 hours in a day now applies universally. Attorney Lisa Ann Hilario, an employment law specialist at Spaulding McCullough & Tansil, emphasized the importance of compliance:
“And the pay is retroactive if you’re not in compliance,” Hilario stated.
Alongside Attorney Kari Brown, hilario provided a comprehensive overview of these new regulations during the virtual seminar, highlighting potential pitfalls for employers who fail to stay informed.
Another area of focus was the clarification of travel expense reimbursement guidelines. Understanding the nuances of what constitutes a reimbursable expense is crucial for both employers and employees. Spaulding McCullough & Tansil attorneys provided practical advice on documentation requirements and best practices to prevent disputes and ensure compliance.
Minimum Wage: Keeping Pace with the Increase
California’s minimum wage continues to rise, reaching $16.50 statewide.In some regions, the minimum wage is even higher, reaching $18. This underscores the importance for businesses to accurately adjust payroll systems and ensure compliance with these evolving standards.
Labor Violations: preventing and Mitigating Legal Issues
The seminar also delved into the complexities of labor law violations,providing practical guidance on how to identify and prevent potential issues. Representatives from participating companies gained valuable insights into California’s specific labor laws and learned strategies for creating a compliant and respectful work environment.
Ultimately, the seminar emphasized the importance of proactive legal guidance for California businesses. By staying informed about the latest workplace law developments and seeking expert counsel when needed, employers can mitigate risks and foster a thriving, legally sound work environment.
California Employment Law Updates for 2025
Navigating the ever-evolving landscape of employment law can be challenging. staying informed about the latest changes is crucial for California businesses to ensure compliance and cultivate a positive work environment. 2025 brought several notable updates to California employment law, impacting everything from wage reimbursement to leave policies.
One significant change involves reimbursements for employee travel. The federal mileage reimbursement rate increased by 3 cents to 70 cents per mile, marking a welcome adjustment for employers who regularly send their workforce on the road. Though, it’s critically important to note that employers cannot request a valid driver’s license from applicants unless the role explicitly requires travel. This amendment emphasizes the importance of data security and protects employee privacy during the recruitment process.
PAGA Reform and Preventive Measures
California’s Private Attorneys general Act (PAGA),enacted in 2004,empowers current or former employees to file lawsuits on behalf of the state and seek civil penalties for labor code violations. In 2025, PAGA underwent reform, offering employers a chance to mitigate liability by “curing” or rectifying the identified issues.
“The law has very short deadlines,” warns Hilario, emphasizing the need for swift action. “Companies need to act within 33 days upon receiving a PAGA notice,” she stresses. “Do not ignore a PAGA notice,” Hilario emphasizes. “And all mail should be stamped with a receipt date.”
Hilario underscores the preventative nature of PAGA, highlighting the importance of proactive measures such as training supervisors and conducting regular audits of pay stubs, time records, and hourly practices. Embracing a proactive approach can significantly minimize the risk of PAGA claims.
Cal/OSHA Indoor Heat Standards: Protecting workers During Hotter Climates
As climate change intensifies and heat waves become more prevalent, safeguarding employee well-being in warmer work environments is paramount. Cal/OSHA implemented new indoor heat standards last June, requiring employers to provide cool-down rest breaks and implement procedures for identifying and addressing potential overheating in employees when indoor temperatures reach 82 degrees Fahrenheit.
Expanded leave Benefits and Employee Support
California further enhanced employee benefits in 2025, demonstrating a commitment to work-life balance and employee well-being. Paid family leave (Assembly Bill 2123) now removes the requirement for employees to utilize two weeks of accrued vacation time as a condition for receiving these benefits.
The law concerning sick leave has also expanded, now allowing agricultural employees working outdoors to utilize sick leave to avoid exposure to smoke, heat, or flooding conditions caused by local or state emergencies. This provision acknowledges the unique challenges faced by agricultural workers and prioritizes their safety and well-being.
Additional changes to protected time off work and leaves of absences that run concurrently with family and medical leave now encompass employees summoned for jury duty. The benefit also extends to cover employees’ requests to take leave to care for children and their spouses or domestic partners.
Spaulding McCullough & Tansil Law strongly recommends that companies update their employee handbooks to reflect these new standards surrounding leaves of absence, as well as other policy changes.
How can supervisors best ensure compliance with California’s new indoor heat standards,according to Attorney Hilario?
Staying current with evolving employment laws is essential for California businesses.Recent changes have substantially impacted various aspects of the workplace, from overtime regulations to travel reimbursements. Attorney Lisa Ann Hilario, an employment law specialist at Spaulding McCullough & Tansil, spoke with Archyde News to shed light on these critical updates.
