California wage and hour law is never so confusing as during the holiday season. Beyond making sure that employees receive their paychecks on time, employers must correctly determine the “regular rate of pay" so that they can accurately calculate overtime payments, process holiday bonuses, and factor in holiday premium pay.

The new year provides an excellent opportunity for employers of all sizes to update their employee handbooks and policies to stay compliant with new laws and regulations. This is especially true in California, where legislation changes frequently. New laws effective in January 2025 may affect non-discrimination, leave, and vacation policies in important ways.

Employer obligations continue to be added in CA!

Big changes are in store.

Enforcement season begins July 1, 2024.

Employers in California must have a Workplace Violence Prevention Plan in place by July 1, 2024 (except for limited and narrow exceptions found in Labor Code section 6401.9(b)(2)).

It’s never dull moment in California. If you have gone astray with tackling your list of 2023 priorities, we will help you get back on track. Below are some key (but certainly not all!) compliance areas that employers with California employees should be sure to keep in mind this year.

Settle with staffing agency, go on to sue its client.

California employers, take heed of July 1.

SCOTUS gives California employers a break.

A pleasant surprise for employers.