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237 <article id="mainContent" class="article"> 238 <h1>Recent Blog Posts</h1> 239 <div class="post_entry_mult"> 240 <div class="post_entry_mult_left"> 241 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/09/business-technology-nternet-and-network-concept-employment-law-150x150.webp" class="postThumbMult wp-post-image" alt="California Employment Law Legislative Roundup: Key 2026 Changes for Employees California lawmakers concluded the 2025â2026 legislative session on September 1 with a number of measures affecting workplace rights, discrimination and retaliation protections, pay equity, leave, arbitration, workplace surveillance, and the growing role of artificial intelligence in employment decisions. Some of these measures are already law and have gone into effect. Others have passed the Legislature but are still awaiting action from the Governor. For California employees, several of the changes could be particularly important because they affect how workers can challenge pay discrimination, exercise workplace rights, respond to immigration-related retaliation, and understand how employers use technology in the workplace. Here is a look at some of the most significant employment-related developments. SB 642: Expanded Pay Equity and Equal Pay Protections Senate Bill 642 was signed by Governor Gavin Newsom on October 8, 2025, and took effect January 1, 2026. The law makes several changes to California's Equal Pay Act and pay-transparency requirements. Among other changes, SB 642 revised California's definition of a "pay scale" for job postings to mean a good-faith estimate of the salary or hourly wage range an employer reasonably expects to pay when hiring for the position. It also changed the Equal Pay Act's language from comparing employees of the "opposite sex" to employees of "another sex." One of the more significant changes for employees is the expansion of the period in which an Equal Pay Act lawsuit may be brought. The statute of limitations was extended from two years to three years after the last date the cause of action occurs. The law also allows an employee who timely brings a claim to seek relief for the entire period during which the violation continued, subject to a six-year limit. For employees who believe they have been paid less because of sex, these changes can affect both the information available to them and the amount of compensation potentially at issue. SB 294: California's Workplace Know Your Rights Act Another law already in effect is Senate Bill 294, the Workplace Know Your Rights Act. Governor Newsom signed the measure on October 12, 2025, and it became effective January 1, 2026. The law requires California employers to provide employees with a standalone written notice describing specified workplace rights. The notice must be provided to current employees annually and to new employees upon hire. Among other subjects, the notice addresses workers' compensation, immigration-agency inspections, protections against unfair immigration-related practices, the right to organize or engage in concerted activity, and constitutional rights when interacting with law enforcement at the workplace. SB 294 also requires employers to give employees an opportunity to designate an emergency contact and, under specified circumstances, notify that person if the employee is arrested or detained. For employees, the law is significant because it is designed to make information about existing workplace rights more accessible rather than leaving workers to discover those rights only after a dispute develops. AB 406: Changes Affecting Crime Victim Leave Crime victim leave is another area where California's law changed in stages. Assembly Bill 2499, enacted in 2024, substantially expanded protections for employees who are victims of qualifying acts of violence and, in certain circumstances, employees whose family members are victims. The law first took effect January 1, 2025. Among other protections, it provides qualifying employees with protected time away from work for purposes such as obtaining medical or mental-health care, victim services, safety planning, and certain legal proceedings. In 2025, AB 406 was enacted as an urgency measure to correct and clarify aspects of AB 2499, including the transition of enforcement responsibilities between the Labor Commissioner's Office and the Civil Rights Department. Some crime-victim protections moved to the FEHA framework for violations occurring on or after January 1, 2026. It is worth noting that crime-victim protections are not limited to traditional workplace injuries or wage disputes. Depending on the circumstances, an employee dealing with domestic violence, sexual assault, stalking, or another qualifying act of violence may have rights to leave, accommodations, and protection from retaliation. AB 2155: A Change to California Arbitration Law Assembly Bill 2155 was signed by Governor Newsom on June 30, 2026, and becomes effective January 1, 2027. The measure amends California Code of Civil Procedure section 1281 to provide that an arbitration agreement is unenforceable under California's arbitration law to the extent that the agreement would be unenforceable under the Federal Arbitration Act. The practical significance is particularly relevant to certain employees whose work or claims fall within exclusions from the FAA. The new law also incorporates federal restrictions that can affect arbitration of sexual assault and sexual harassment disputes. Arbitration agreements can affect where and how an employment dispute is resolved. Employees should not assume that signing an arbitration agreement necessarily answers every question about whether a particular claim must be arbitrated. California's Minimum Wage Will Increase Again in 2027 The statewide minimum wage will increase from $16.90 to $17.40 per hour on January 1, 2027. This change is not the result of a bill passed during the 2026 legislative session; rather, California law provides for annual inflation-based adjustments to the statewide minimum wage. The increase also affects the salary threshold applicable to certain employees classified as exempt from overt
241ime. Beginning January 1, 2027, the minimum salary for those exemptions will generally rise to $72,384 per year, although meeting the salary threshold alone does not establish that an employee is properly classified as exempt. There are also industry-specific and local minimum wages that may be higher than the statewide rate. Separately, Assembly Bill 2646 was sent to the Governor and would establish a $19.75 hourly minimum wage for specified agricultural employees and corresponding employees beginning January 1, 2027, with annual cost-of-living adjustments thereafter. SB 947: What Happens When AI Makes a Workplace Decision? One of the most closely watched employment measures of the session is Senate Bill 947, concerning automated decision systems. As of this writing, SB 947 has passed the Legislature and is awaiting the Governor's action. The measure was presented to the Governor on September 9. If enacted, SB 947 would restrict employers from relying solely on an automated decision system when disciplining or terminating a worker. Where an automated system plays a primary role, the bill would require human review and corroboration using relevant supporting information. It also contains restrictions concerning the use of automated systems to infer protected characteristics and to predict or retaliate against workers for exercising legal rights. If enacted, the measure would take effect July 1, 2027. This issue could become particularly relevant for employees as employers increasingly use software to screen applicants, monitor productivity, evaluate performance, flag employees for potential discipline, or make other employment-related decisions. AB 1883: Restrictions on AI-Powered Workplace Surveillance Assembly Bill 1883 is another technology-focused measure awaiting the Governorâs signature. The Legislature enrolled the bill on September 3 and presented it to the Governor on September 10. The measure focuses on workplace surveillance tools that use artificial intelligence to recognize or infer an employee's emotional state or collect "neural data," meaning information generated by measuring activity of the central or peripheral nervous system. The bill provides specified exceptions and authorizes enforcement by the Labor Commissioner or a public prosecutor. If enacted, the measure would generally take effect on January 1, 2027. This is an unusually forward-looking employment issue. Workplace monitoring has traditionally involved cameras, timekeeping systems, GPS tracking, or productivity software. AI creates the possibility of employers attempting to draw conclusions about an employee's emotions, behavior, or physiological responses from data collected at work. AB 1331: Surveillance in Workplace Bathrooms and Other Private Areas Assembly Bill 1331 addresses another aspect of workplace surveillance. The measure passed the Legislature and was presented to the Governor on September 14. The bill would generally prohibit employers from using workplace surveillance tools to monitor or surveil employees in workplace bathrooms, subject to specified exceptions. It also addresses employees' ability to leave certain surveillance devices behind when entering covered areas. If enacted, the law would generally take effect January 1, 2027. AB 1331 and AB 1883 are related but distinct. AB 1331 focuses on where workplace surveillance may occur, while AB 1883 focuses on particular AI-driven surveillance capabilities involving emotional-state recognition and neural data. AB 2495: Expanded Protection Against Immigration-Related Retaliation Assembly Bill 2495 is particularly relevant to employees who may be vulnerable to immigration-related retaliation. Existing California law already prohibits certain unfair immigration-related practices when used to retaliate against someone exercising rights protected by state labor and employment laws. AB 2495 would expand those protections to cover the exercise of rights under federal, state, and local laws and regulations applicable to employees. The bill also addresses conduct related to a person's actual or perceived immigration status that would reasonably tend to dissuade an employee from exercising a legal right, or induce an employee to refrain from exercising a right. The enrolled bill was presented to the Governor on September 3 and remains pending as of September 16. If enacted without a different operative date, the measure would generally take effect January 1, 2027. The measure could matter in disputes involving wage complaints, discrimination complaints, workplace safety rights, or other protected activity where immigration status or threats concerning immigration enforcement become part of the employer's response. SB 1149: Bereavement Leave for a "Designated Person" California already provides eligible employees with up to five days of bereavement leave following the death of specified family members. Senate Bill 1149 would expand the definition of family member for this purpose to include a "designated person" identified by the employee. An employer could limit an employee to one designated person in a 12-month period. The bill passed both houses and was presented to the Governor on August 24. It remains pending as of September 16. If enacted, the measure would generally become effective January 1, 2027. For employees, the practical importance is straightforward: the law would recognize that the person whose death causes an employee to grieve is not necessarily a person who fits within the traditional legal definition of immediate family. SB 951: Notice When AI or Automation Causes Job Loss Senate Bill 951 would expand California's WARN Act requirements in situations involving technological displacement. The measure would require specified additional information when a covered mass layoff, relocation, or termination results substantially from artificial intelligence or other automation. The proposal also creates reporting requirements concerning technological displacement. SB 951 has passed the Legislature and was presented to the Governor on September 9. It is therefore another measure to watch as the September 30 deadline approaches. For workers, the significance is that an AI-driven workforce reduction could carry different notice obligations than a conventional layoff. The measure reflects a broader question that is likely to become increasingly important: what rights should employees have when technology, rather than a traditional business restructuring, is the principal reason their jobs disappear? What Happens Next? The California Legislature's work for the 2025â2026 regular session is largely complete, but several employment bills are still on the Governor's desk. The Governor's deadline for acting on measures passed during the final portion of the session is September 30, 2026. Bills that become law without an urgency provision
241will generally take effect January 1, 2027, although some measures provide their own operative dates. That means the status of several measures discussed here could change before the end of September. Employees and employers should distinguish between a bill that has passed the Legislature and an enacted statute; an enrolled bill awaiting gubernatorial action is not yet law. For help with a California employment law issue affecting your rights in the Bay Area, contact San Francisco employment lawyer Richard Koss to discuss your situation and find out how we can help." decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/09/business-technology-nternet-and-network-concept-employment-law-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/09/business-technology-nternet-and-network-concept-employment-law-200x200.webp 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="California Employment Law Legislative Roundup: Key 2026 Changes for Employees California lawmakers concluded the 2025â2026 legislative session on September 1 with a number of measures affecting workplace rights, discrimination and retaliation protections, pay equity, leave, arbitration, workplace surveillance, and the growing role of artificial intelligence in employment decisions. Some of these measures are already law and have gone into effect. Others have passed the Legislature but are still awaiting action from the Governor. For California employees, several of the changes could be particularly important because they affect how workers can challenge pay discrimination, exercise workplace rights, respond to immigration-related retaliation, and understand how employers use technology in the workplace. Here is a look at some of the most significant employment-related developments. SB 642: Expanded Pay Equity and Equal Pay Protections Senate Bill 642 was signed by Governor Gavin Newsom on October 8, 2025, and took effect January 1, 2026. The law makes several changes to California's Equal Pay Act and pay-transparency requirements. Among other changes, SB 642 revised California's definition of a "pay scale" for job postings to mean a good-faith estimate of the salary or hourly wage range an employer reasonably expects to pay when hiring for the position. It also changed the Equal Pay Act's language from comparing employees of the "opposite sex" to employees of "another sex." One of the more significant changes for employees is the expansion of the period in which an Equal Pay Act lawsuit may be brought. The statute of limitations was extended from two years to three years after the last date the cause of action occurs. The law also allows an employee who timely brings a claim to seek relief for the entire period during which the violation continued, subject to a six-year limit. For employees who believe they have been paid less because of sex, these changes can affect both the information available to them and the amount of compensation potentially at issue. SB 294: California's Workplace Know Your Rights Act Another law already in effect is Senate Bill 294, the Workplace Know Your Rights Act. Governor Newsom signed the measure on October 12, 2025, and it became effective January 1, 2026. The law requires California employers to provide employees with a standalone written notice describing specified workplace rights. The notice must be provided to current employees annually and to new employees upon hire. Among other subjects, the notice addresses workers' compensation, immigration-agency inspections, protections against unfair immigration-related practices, the right to organize or engage in concerted activity, and constitutional rights when interacting with law enforcement at the workplace. SB 294 also requires employers to give employees an opportunity to designate an emergency contact and, under specified circumstances, notify that person if the employee is arrested or detained. For employees, the law is significant because it is designed to make information about existing workplace rights more accessible rather than leaving workers to discover those rights only after a dispute develops. AB 406: Changes Affecting Crime Victim Leave Crime victim leave is another area where California's law changed in stages. Assembly Bill 2499, enacted in 2024, substantially expanded protections for employees who are victims of qualifying acts of violence and, in certain circumstances, employees whose family members are victims. The law first took effect January 1, 2025. Among other protections, it provides qualifying employees with protected time away from work for purposes such as obtaining medical or mental-health care, victim services, safety planning, and certain legal proceedings. In 2025, AB 406 was enacted as an urgency measure to correct and clarify aspects of AB 2499, including the transition of enforcement responsibilities between the Labor Commissioner's Office and the Civil Rights Department. Some crime-victim protections moved to the FEHA framework for violations occurring on or after January 1, 2026. It is worth noting that crime-victim protections are not limited to traditional workplace injuries or wage disputes. Depending on the circumstances, an employee dealing with domestic violence, sexual assault, stalking, or another qualifying act of violence may have rights to leave, accommodations, and protection from retaliation. AB 2155: A Change to California Arbitration Law Assembly Bill 2155 was signed by Governor Newsom on June 30, 2026, and becomes effective January 1, 2027. The measure amends California Code of Civil Procedure section 1281 to provide that an arbitration agreement is unenforceable under California's arbitration law to the extent that the agreement would be unenforceable under the Federal Arbitration Act. The practical significance is particularly relevant to certain employees whose work or claims fall within exclusions from the FAA. The new law also incorporates federal restrictions that can affect arbitration of sexual assault and sexual harassment disputes. Arbitration agreements can affect where and how an employment dispute is resolved. Employees should not assume that signing an arbitration agreement necessarily answers every question about whether a particular claim must be arbitrated. California's Minimum Wage Will Increase Again in 2027 The statewide minimum wage will increase from $16.90 to $17.40 per hour on January 1, 2027. This change is not the result of a bill passed during the 2026 legislative session; rather, California law provides for annual inflation-based adjustments to the statewide minimum wage. The increase also affects the salary threshold applicable to certain employees classified as exempt from overt
241ime. Beginning January 1, 2027, the minimum salary for those exemptions will generally rise to $72,384 per year, although meeting the salary threshold alone does not establish that an employee is properly classified as exempt. There are also industry-specific and local minimum wages that may be higher than the statewide rate. Separately, Assembly Bill 2646 was sent to the Governor and would establish a $19.75 hourly minimum wage for specified agricultural employees and corresponding employees beginning January 1, 2027, with annual cost-of-living adjustments thereafter. SB 947: What Happens When AI Makes a Workplace Decision? One of the most closely watched employment measures of the session is Senate Bill 947, concerning automated decision systems. As of this writing, SB 947 has passed the Legislature and is awaiting the Governor's action. The measure was presented to the Governor on September 9. If enacted, SB 947 would restrict employers from relying solely on an automated decision system when disciplining or terminating a worker. Where an automated system plays a primary role, the bill would require human review and corroboration using relevant supporting information. It also contains restrictions concerning the use of automated systems to infer protected characteristics and to predict or retaliate against workers for exercising legal rights. If enacted, the measure would take effect July 1, 2027. This issue could become particularly relevant for employees as employers increasingly use software to screen applicants, monitor productivity, evaluate performance, flag employees for potential discipline, or make other employment-related decisions. AB 1883: Restrictions on AI-Powered Workplace Surveillance Assembly Bill 1883 is another technology-focused measure awaiting the Governorâs signature. The Legislature enrolled the bill on September 3 and presented it to the Governor on September 10. The measure focuses on workplace surveillance tools that use artificial intelligence to recognize or infer an employee's emotional state or collect "neural data," meaning information generated by measuring activity of the central or peripheral nervous system. The bill provides specified exceptions and authorizes enforcement by the Labor Commissioner or a public prosecutor. If enacted, the measure would generally take effect on January 1, 2027. This is an unusually forward-looking employment issue. Workplace monitoring has traditionally involved cameras, timekeeping systems, GPS tracking, or productivity software. AI creates the possibility of employers attempting to draw conclusions about an employee's emotions, behavior, or physiological responses from data collected at work. AB 1331: Surveillance in Workplace Bathrooms and Other Private Areas Assembly Bill 1331 addresses another aspect of workplace surveillance. The measure passed the Legislature and was presented to the Governor on September 14. The bill would generally prohibit employers from using workplace surveillance tools to monitor or surveil employees in workplace bathrooms, subject to specified exceptions. It also addresses employees' ability to leave certain surveillance devices behind when entering covered areas. If enacted, the law would generally take effect January 1, 2027. AB 1331 and AB 1883 are related but distinct. AB 1331 focuses on where workplace surveillance may occur, while AB 1883 focuses on particular AI-driven surveillance capabilities involving emotional-state recognition and neural data. AB 2495: Expanded Protection Against Immigration-Related Retaliation Assembly Bill 2495 is particularly relevant to employees who may be vulnerable to immigration-related retaliation. Existing California law already prohibits certain unfair immigration-related practices when used to retaliate against someone exercising rights protected by state labor and employment laws. AB 2495 would expand those protections to cover the exercise of rights under federal, state, and local laws and regulations applicable to employees. The bill also addresses conduct related to a person's actual or perceived immigration status that would reasonably tend to dissuade an employee from exercising a legal right, or induce an employee to refrain from exercising a right. The enrolled bill was presented to the Governor on September 3 and remains pending as of September 16. If enacted without a different operative date, the measure would generally take effect January 1, 2027. The measure could matter in disputes involving wage complaints, discrimination complaints, workplace safety rights, or other protected activity where immigration status or threats concerning immigration enforcement become part of the employer's response. SB 1149: Bereavement Leave for a "Designated Person" California already provides eligible employees with up to five days of bereavement leave following the death of specified family members. Senate Bill 1149 would expand the definition of family member for this purpose to include a "designated person" identified by the employee. An employer could limit an employee to one designated person in a 12-month period. The bill passed both houses and was presented to the Governor on August 24. It remains pending as of September 16. If enacted, the measure would generally become effective January 1, 2027. For employees, the practical importance is straightforward: the law would recognize that the person whose death causes an employee to grieve is not necessarily a person who fits within the traditional legal definition of immediate family. SB 951: Notice When AI or Automation Causes Job Loss Senate Bill 951 would expand California's WARN Act requirements in situations involving technological displacement. The measure would require specified additional information when a covered mass layoff, relocation, or termination results substantially from artificial intelligence or other automation. The proposal also creates reporting requirements concerning technological displacement. SB 951 has passed the Legislature and was presented to the Governor on September 9. It is therefore another measure to watch as the September 30 deadline approaches. For workers, the significance is that an AI-driven workforce reduction could carry different notice obligations than a conventional layoff. The measure reflects a broader question that is likely to become increasingly important: what rights should employees have when technology, rather than a traditional business restructuring, is the principal reason their jobs disappear? What Happens Next? The California Legislature's work for the 2025â2026 regular session is largely complete, but several employment bills are still on the Governor's desk. The Governor's deadline for acting on measures passed during the final portion of the session is September 30, 2026. Bills that become law without an urgency provision
241will generally take effect January 1, 2027, although some measures provide their own operative dates. That means the status of several measures discussed here could change before the end of September. Employees and employers should distinguish between a bill that has passed the Legislature and an enacted statute; an enrolled bill awaiting gubernatorial action is not yet law. For help with a California employment law issue affecting your rights in the Bay Area, contact San Francisco employment lawyer Richard Koss to discuss your situation and find out how we can help." /> 242 </div> 243 <div class="post_entry_mult_right"> 244 <h2><a href="https://www.jobdiscrimination.org/california-employment-laws-2026/" rel="bookmark">California Employment Law Legislative Roundup: Key 2026 Changes for Employees</a></h2> 245 <div class="excerpt_meta"> 246 <span class="meta-prep meta-prep-author">By </span> 247 <span class="author vcard">Bay Area Employment Lawyers</span> 248 <span class="meta-sep"> | </span> 249 <span class="meta-prep meta-prep-entry-date">Posted on </span> 250 <span class="entry-date"><abbr class="published">September 25, 2026</abbr></span> 251 </div> 252 <p>California lawmakers concluded the 2025â2026 legislative session on September 1 with a number of measures affecting workplace rights, discrimination and retaliation protections, pay equity, leave, arbitration, workplace surveillance, and the growing role of artificial intelligence in employment decisions. Some of these measures are already law and have gone into effect. Others have passed the… <a href="https://www.jobdiscrimination.org/california-employment-laws-2026/">Read More »</a></p> 253 <div class='shareThisWrapper '> 254 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-employment-laws-2026%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 255 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-employment-laws-2026%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 256 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-employment-laws-2026%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 257 </div> 258 </div> 259 </div><!-- post-entry --> <div class="post_entry_mult"> 260 <div class="post_entry_mult_left"> 261 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/07/professional-woman-in-office-reacts-to-termination-letter-while-seated-at-her-desk-during-working-hours-150x150.webp" class="postThumbMult wp-post-image" alt="Professional Woman in Office Reacts to Termination Letter While Seated at Her Desk During Working Hours" decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/07/professional-woman-in-office-reacts-to-termination-letter-while-seated-at-her-desk-during-working-hours-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/07/professional-woman-in-office-reacts-to-termination-letter-while-seated-at-her-desk-during-working-hours-200x200.webp 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="Professional Woman in Office Reacts to Termination Letter While Seated at Her Desk During Working Hours" /> 262 </div> 263 <div class="post_entry_mult_right"> 264 <h2><a href="https://www.jobdiscrimination.org/wrongful-termination-missteps-and-responses/" rel="bookmark">Wrongful Termination in California: Missteps Employers Commonly Make and How Employees Can Respond</a></h2> 265 <div class="excerpt_meta"> 266 <span class="meta-prep meta-prep-author">By </span> 267 <span class="author vcard">Bay Area Employment Lawyers</span> 268 <span class="meta-sep"> | </span> 269 <span class="meta-prep meta-prep-entry-date">Posted on </span> 270 <span class="entry-date"><abbr class="published">July 20, 2026</abbr></span> 271 </div> 272 <p>Losing a job can be one of the most stressful events a person experiences. For many employees, the shock of being fired is compounded by a lingering question: Was my termination legal? California is an “at-will” employment state, meaning most private sector employers have broad discretion to terminate employees with or without cause. However,̷
2720; <a href="https://www.jobdiscrimination.org/wrongful-termination-missteps-and-responses/">Read More »</a></p> 273 <div class='shareThisWrapper '> 274 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwrongful-termination-missteps-and-responses%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 275 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwrongful-termination-missteps-and-responses%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 276 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwrongful-termination-missteps-and-responses%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 277 </div> 278 </div> 279 </div><!-- post-entry --> <div class="post_entry_mult"> 280 <div class="post_entry_mult_left"> 281 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/06/robotic-hand-interacting-with-an-ai-recruitment-dashboard-for-automated-talent-intelligence-and-hiring-150x150.webp" class="postThumbMult wp-post-image" alt="Robotic hand interacting with an AI recruitment dashboard for automated talent intelligence and hiring" decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/06/robotic-hand-interacting-with-an-ai-recruitment-dashboard-for-automated-talent-intelligence-and-hiring-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/06/robotic-hand-interacting-with-an-ai-recruitment-dashboard-for-automated-talent-intelligence-and-hiring-200x200.webp 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="Robotic hand interacting with an AI recruitment dashboard for automated talent intelligence and hiring" /> 282 </div> 283 <div class="post_entry_mult_right"> 284 <h2><a href="https://www.jobdiscrimination.org/artificial-intelligence-in-hiring-and-performance-evaluation/" rel="bookmark">Artificial Intelligence in Hiring and Performance Evaluation: Discrimination Risks and Compliance Strategies in California</a></h2> 285 <div class="excerpt_meta"> 286 <span class="meta-prep meta-prep-author">By </span> 287 <span class="author vcard">Bay Area Employment Lawyers</span> 288 <span class="meta-sep"> | </span> 289 <span class="meta-prep meta-prep-entry-date">Posted on </span> 290 <span class="entry-date"><abbr class="published">June 26, 2026</abbr></span> 291 </div> 292 <p>Artificial intelligence has rapidly moved from a futuristic concept to an everyday workplace tool. Employers increasingly use AI-powered systems to screen job applicants, rank resumes, evaluate employee performance, predict turnover, and even make recommendations regarding promotions or discipline. Proponents argue that these technologies improve efficiency, reduce costs, and remove human bias from employment decisions…. <a href="https://www.jobdiscrimination.org/artificial-intelligence-in-hiring-and-performance-evaluation/">Read More »</a></p> 293 <div class='shareThisWrapper '> 294 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fartificial-intelligence-in-hiring-and-performance-evaluation%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 295 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fartificial-intelligence-in-hiring-and-performance-evaluation%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 296 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fartificial-intelligence-in-hiring-and-performance-evaluation%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 297 </div> 298 </div> 299 </div><!-- post-entry --> <div class="post_entry_mult"> 300 <div class="post_entry_mult_left"> 301 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/05/employment-law-book-and-wooden-judge-gavel-on-table-in-library-concept-of-justice-legal-system-and-workplace-rights-e1780097937417-150x150.webp" class="postThumbMult wp-post-image" alt="employment-law-book-and-wooden-judge-gavel-on-table-in-library-concept-of-justice-legal-system-and-workplace-rights" decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/05/employment-law-book-and-wooden-judge-gavel-on-table-in-library-concept-of-justice-legal-system-and-workplace-rights-e1780097937417-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/05/employment-law-book-and-wooden-judge-gavel-on-table-in-library-concept-of-justice-legal-system-and-workplace-rights-e1780097937417-200x200.webp 200w" sizes="(max-width: 150px) 100v
301w, 150px" loading="eager" title="employment-law-book-and-wooden-judge-gavel-on-table-in-library-concept-of-justice-legal-system-and-workplace-rights" /> 302 </div> 303 <div class="post_entry_mult_right"> 304 <h2><a href="https://www.jobdiscrimination.org/california-wage-and-hour-law-fundamentals/" rel="bookmark">Wage & Hour Fundamentals for California Employers and Employees: Overtime, Meal/Rest Breaks, and Misclassification</a></h2> 305 <div class="excerpt_meta"> 306 <span class="meta-prep meta-prep-author">By </span> 307 <span class="author vcard">Bay Area Employment Lawyers</span> 308 <span class="meta-sep"> | </span> 309 <span class="meta-prep meta-prep-entry-date">Posted on </span> 310 <span class="entry-date"><abbr class="published">May 29, 2026</abbr></span> 311 </div> 312 <p>California has some of the most employee-protective wage and hour laws in the country. For employers, compliance can be challenging because state law often goes well beyond federal requirements. For employees, understanding these protections is critical to recognizing when wage violations may be occurring. Disputes over overtime, meal and rest breaks, unpaid wages, and… <a href="https://www.jobdiscrimination.org/california-wage-and-hour-law-fundamentals/">Read More »</a></p> 313 <div class='shareThisWrapper '> 314 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-wage-and-hour-law-fundamentals%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 315 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-wage-and-hour-law-fundamentals%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 316 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-wage-and-hour-law-fundamentals%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 317 </div> 318 </div> 319 </div><!-- post-entry --> <div class="post_entry_mult"> 320 <div class="post_entry_mult_left"> 321 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/04/depressed-businessman-in-a-cardboard-office-150x150.webp" class="postThumbMult wp-post-image" alt="depressed businessman in a cardboard office" decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/04/depressed-businessman-in-a-cardboard-office-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/04/depressed-businessman-in-a-cardboard-office-200x200.webp 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="depressed businessman in a cardboard office" /> 322 </div> 323 <div class="post_entry_mult_right"> 324 <h2><a href="https://www.jobdiscrimination.org/what-to-know-about-retaliation-claims/" rel="bookmark">What Employees Should Know About Speaking Up at Work and the Risk of Retaliation</a></h2> 325 <div class="excerpt_meta"> 326 <span class="meta-prep meta-prep-author">By </span> 327 <span class="author vcard">Bay Area Employment Lawyers</span> 328 <span class="meta-sep"> | </span> 329 <span class="meta-prep meta-prep-entry-date">Posted on </span> 330 <span class="entry-date"><abbr class="published">April 27, 2026</abbr></span> 331 </div> 332 <p>Speaking up at workâwhether to report discrimination, complain about unpaid wages, or raise concerns What Employees Should Know About Speaking Up at Work and the Risk of Retaliation about unsafe conditionsâtakes courage. California and federal laws encourage employees to come forward by protecting them from retaliation. Still, many workers worry that reporting misconduct will… <a href="https://www.jobdiscrimination.org/what-to-know-about-retaliation-claims/">Read More »</a></p> 333 <div class='shareThisWrapper '>
334 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwhat-to-know-about-retaliation-claims%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 335 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwhat-to-know-about-retaliation-claims%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 336 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwhat-to-know-about-retaliation-claims%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 337 </div> 338 </div> 339 </div><!-- post-entry --> <div class="post_entry_mult"> 340 <div class="post_entry_mult_left"> 341 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/03/understanding-the-americans-with-disabilities-act-ada-compliance-and-legal-requirements-in-the-united-states-150x150.webp" class="postThumbMult wp-post-image" alt="Understanding the americans with disabilities act ada compliance and legal requirements in the united states" decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/03/understanding-the-americans-with-disabilities-act-ada-compliance-and-legal-requirements-in-the-united-states-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/03/understanding-the-americans-with-disabilities-act-ada-compliance-and-legal-requirements-in-the-united-states-200x200.webp 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="Understanding the americans with disabilities act ada compliance and legal requirements in the united states" /> 342 </div> 343 <div class="post_entry_mult_right"> 344 <h2><a href="https://www.jobdiscrimination.org/when-disability-becomes-discrimination/" rel="bookmark">When Disability Becomes Discrimination: Reasonable Accommodation Obligations in California Workplaces</a></h2> 345 <div class="excerpt_meta"> 346 <span class="meta-prep meta-prep-author">By </span> 347 <span class="author vcard">Bay Area Employment Lawyers</span> 348 <span class="meta-sep"> | </span> 349 <span class="meta-prep meta-prep-entry-date">Posted on </span> 350 <span class="entry-date"><abbr class="published">March 27, 2026</abbr></span> 351 </div> 352 <p>Employees dealing with medical conditions often face a difficult balance between maintaining their health and meeting workplace expectations. California and federal law recognize this challenge and require employers to make reasonable adjustments so qualified employees can continue working. When employers fail to meet these obligations or mischaracterize a disability-related issue as a performance problem,… <a href="https://www.jobdiscrimination.org/when-disability-becomes-discrimination/">Read More »</a></p> 353 <div class='shareThisWrapper '> 354 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwhen-disability-becomes-discrimination%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 355 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwhen-disability-becomes-discrimination%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 356 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fwhen-disability-becomes-discrimination%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 357 </div> 358 </div> 359 </div><!-- post-entry --> <div class="post_entry_mult"> 360 <div class="post_entry_mult_left"> 361 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/03/a-person-holding-a-pen-reviews-a-noncompete-agreement-on-a-desk-with-a-keyboard-nearby-150x150.webp" class="postThumbMult wp-post-image" alt="A person holding a pen reviews a non-compete agreement on a desk with a keyboard nearby. The setting is professional, suggesting a business context." decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/03/a-person-holding-a-pen-reviews-a-noncompete-agreement-on-a-desk-with-a-keyboard-nearby-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/03/a-person-holding-a-pen-reviews-a-noncompete-agreement-on-a-desk-with-a-keyboard-nearby-200x200.webp 200w" sizes="(max-width: 150px) 100v
361w, 150px" loading="eager" title="A person holding a pen reviews a non-compete agreement on a desk with a keyboard nearby. The setting is professional, suggesting a business context." /> 362 </div> 363 <div class="post_entry_mult_right"> 364 <h2><a href="https://www.jobdiscrimination.org/at-will-employment-and-non-compete-agreements-in-california/" rel="bookmark">When Your Employer Uses a Non-Compete or âAt-Willâ Disclaimer: What California Workers Need to Know</a></h2> 365 <div class="excerpt_meta"> 366 <span class="meta-prep meta-prep-author">By </span> 367 <span class="author vcard">Bay Area Employment Lawyers</span> 368 <span class="meta-sep"> | </span> 369 <span class="meta-prep meta-prep-entry-date">Posted on </span> 370 <span class="entry-date"><abbr class="published">March 5, 2026</abbr></span> 371 </div> 372 <p>Many California employees are handed offer letters, employee handbooks, or standalone agreements containing two common provisions: an âat-will employmentâ disclaimer and some form of non-compete or post-employment restriction. Employers often rely on these clauses to suggest broad discretion over hiring, firing, and restricting competition. However, California employment law places significant limits on both. Understanding… <a href="https://www.jobdiscrimination.org/at-will-employment-and-non-compete-agreements-in-california/">Read More »</a></p> 373 <div class='shareThisWrapper '> 374 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fat-will-employment-and-non-compete-agreements-in-california%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 375 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fat-will-employment-and-non-compete-agreements-in-california%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 376 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fat-will-employment-and-non-compete-agreements-in-california%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 377 </div> 378 </div> 379 </div><!-- post-entry --> <div class="post_entry_mult"> 380 <div class="post_entry_mult_left"> 381 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/02/angry-boss-bullying-with-an-out-of-control-boss-shouting-to-a-stressed-employee-150x150.webp" class="postThumbMult wp-post-image" alt="Angry boss Bullying with an out of control boss shouting to a stressed employee. Anger issues and stress office bullies concept" decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/02/angry-boss-bullying-with-an-out-of-control-boss-shouting-to-a-stressed-employee-150x150.webp 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/02/angry-boss-bullying-with-an-out-of-control-boss-shouting-to-a-stressed-employee-200x200.webp 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="Angry boss Bullying with an out of control boss shouting to a stressed employee. Anger issues and stress office bullies concept" /> 382 </div> 383 <div class="post_entry_mult_right"> 384 <h2><a href="https://www.jobdiscrimination.org/feha-harassment-and-hostile-work-environment-claims/" rel="bookmark">Understanding Harassment and Hostile Work Environment Claims Under FEHA (and Title VII)</a></h2> 385 <div class="excerpt_meta"> 386 <span class="meta-prep meta-prep-author">By </span> 387 <span class="author vcard">Bay Area Employment Lawyers</span> 388 <span class="meta-sep"> | </span> 389 <span class="meta-prep meta-prep-entry-date">Posted on </span> 390 <span class="entry-date"><abbr class="published">February 11, 2026</abbr></span> 391 </div> 392 <p>Workplace conflict is not uncommon, but California law draws a clear line between ordinary workplace friction and unlawful harassment. Employees frequently ask whether offensive comments, unfair treatment, or ongoing tension at work rise to the level of a legally actionable hostile work environment. Employers, meanwhile, must understand when conduct triggers legal duties to investigate… <a href="https://www.jobdiscrimination.org/feha-harassment-and-hostile-work-environment-claims/">Read More »</a></p> 393 <div class='shareThisWrapper '>
394 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Ffeha-harassment-and-hostile-work-environment-claims%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 395 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Ffeha-harassment-and-hostile-work-environment-claims%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 396 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Ffeha-harassment-and-hostile-work-environment-claims%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 397 </div> 398 </div> 399 </div><!-- post-entry --> <div class="post_entry_mult"> 400 <div class="post_entry_mult_left"> 401 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2026/01/wooden-blocks-employment-law-150x150.jpeg" class="postThumbMult wp-post-image" alt="Business, Technology, Internet and network concept. Employment Law." decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2026/01/wooden-blocks-employment-law-150x150.jpeg 150w, https://www.jobdiscrimination.org/wp-content/uploads/2026/01/wooden-blocks-employment-law-200x200.jpeg 200w" sizes="(max-width: 150px) 100vw, 150px" loading="eager" title="Business, Technology, Internet and network concept. Employment Law." /> 402 </div> 403 <div class="post_entry_mult_right"> 404 <h2><a href="https://www.jobdiscrimination.org/california-employment-law-2025-year-in-review/" rel="bookmark">California Employment Law: 2025 Year in Review (and Whatâs in Store for 2026)</a></h2> 405 <div class="excerpt_meta"> 406 <span class="meta-prep meta-prep-author">By </span> 407 <span class="author vcard">Bay Area Employment Lawyers</span> 408 <span class="meta-sep"> | </span> 409 <span class="meta-prep meta-prep-entry-date">Posted on </span> 410 <span class="entry-date"><abbr class="published">January 9, 2026</abbr></span> 411 </div> 412 <p>As 2025 closes and 2026 gears up, Californiaâs employment law landscape continues to evolve rapidly. Over the past year, the state legislature and regulatory authorities enacted a wide range of changes affecting wage & hour compliance, pay equity, leave rights, personnel records, enforcement penalties, employer notice obligations, and more. Understanding these developments and the… <a href="https://www.jobdiscrimination.org/california-employment-law-2025-year-in-review/">Read More »</a></p> 413 <div class='shareThisWrapper '> 414 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-employment-law-2025-year-in-review%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 415 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-employment-law-2025-year-in-review%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 416 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fcalifornia-employment-law-2025-year-in-review%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 417 </div> 418 </div> 419 </div><!-- post-entry --> <div class="post_entry_mult"> 420 <div class="post_entry_mult_left"> 421 <img width="150" height="150" src="https://www.jobdiscrimination.org/wp-content/uploads/2025/12/pregnant-woman-in-a-pink-dress-places-a-teddy-bear-in-a-crib-150x150.jpeg" class="postThumbMult wp-post-image" alt="A pregnant woman in a pink dress places a teddy bear in a crib with a colorful rainbow pillow and blue cloud cushions, creating a warm, nurturing atmosphere." decoding="async" srcset="https://www.jobdiscrimination.org/wp-content/uploads/2025/12/pregnant-woman-in-a-pink-dress-places-a-teddy-bear-in-a-crib-150x150.jpeg 150w, https://www.jobdiscrimination.org/wp-content/uploads/2025/12/pregnant-woman-in-a-pink-dress-places-a-teddy-bear-in-a-crib-200x200.jpeg 200w" sizes="(max-width: 150px) 100v
421w, 150px" loading="eager" title="A pregnant woman in a pink dress places a teddy bear in a crib with a colorful rainbow pillow and blue cloud cushions, creating a warm, nurturing atmosphere." /> 422 </div> 423 <div class="post_entry_mult_right"> 424 <h2><a href="https://www.jobdiscrimination.org/pregnancy-leave-and-accommodation/" rel="bookmark">Pregnancy, Parenthood and Job Security Under Californiaâs Leave and Accommodation Laws</a></h2> 425 <div class="excerpt_meta"> 426 <span class="meta-prep meta-prep-author">By </span> 427 <span class="author vcard">Bay Area Employment Lawyers</span> 428 <span class="meta-sep"> | </span> 429 <span class="meta-prep meta-prep-entry-date">Posted on </span> 430 <span class="entry-date"><abbr class="published">December 10, 2025</abbr></span> 431 </div> 432 <p>Pregnancy and the transition to parenthood can be joyful, stressful, and overwhelming all at once. California law recognizes this and provides some of the strongest protections in the country to ensure that employees can progress through pregnancy, childbirth, and bonding with a new child without sacrificing their careers. These protections come from several overlapping… <a href="https://www.jobdiscrimination.org/pregnancy-leave-and-accommodation/">Read More »</a></p> 433 <div class='shareThisWrapper '> 434 <a target='_blank' class='dskSharingIcon dskSharingIcon_facebook' data-url='http://social.nextclient.com/?site=fb&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fpregnancy-leave-and-accommodation%2F'><img width="64" height="16" alt="Facebook" title="Facebook" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 435 <a target='_blank' class='dskSharingIcon dskSharingIcon_twitter' data-url='http://social.nextclient.com/?site=tw&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fpregnancy-leave-and-accommodation%2F'><img width="64" height="16" alt="Twitter" title="Twitter" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 436 <a target='_blank' class='dskSharingIcon dskSharingIcon_linkedin' data-url='http://social.nextclient.com/?site=li&u=https%3A%2F%2Fwww.jobdiscrimination.org%2Fpregnancy-leave-and-accommodation%2F'><img width="64" height="16" alt="LinkedIn" title="LinkedIn" src="https://d78c52a599aaa8c95ebc-9d8e71b4cb418bfe1b178f82d9996947.ssl.cf1.rackcdn.com/dsk_sharing/icons/ftlg_16.png"></a> 437 </div> 438 </div> 439 </div><!-- post-entry --> <div id="nav-below" class="navigation"> 440 <div class="nav-previous"><a href="https://www.jobdiscrimination.org/blog/page/2/" ><span class="meta-nav">←</span> Older posts</a></div> 441 <div class="nav-next"></div> 442 </div><!-- #nav-above --> 443 </article> 444 445 <div id="sidebar" class="sidebar"> 446 447 448 449 450 451 452 453 <div id="sbaBox" class="animated delayLoad" data-animation="fadeInRight"> 454 <h2>Practice <br>Areas</h2> 455 <ul id="sbAreas"> 456 <li id="menu-item-3930" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3930"><a href="https://www.jobdiscrimination.org/employment-attorney/age-discrimination/">Age Discrimination</a></li> 457<li id="menu-item-3938" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3938"><a href="https://www.jobdiscrimination.org/employment-attorney/disability-discrimination/">Disability Discrimination</a></li> 458<li id="menu-item-3937" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3937"><a href="https://www.jobdiscrimination.org/employment-attorney/gender-discrimination/">Gender Discrimination</a></li> 459<li id="menu-item-3936" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3936"><a href="https://www.jobdiscrimination.org/employment-attorney/whistleblower-retaliation/">Whistleblower</a></li> 460<li id="menu-item-3935" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3935"><a href="https://www.jobdiscrimination.org/employment-attorney/race-discrimination/">Race Discrimination</a></li> 461<li id="menu-item-3939" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3939"><a href="https://www.jobdiscrimination.org/employment-attorney/">Employment Practices</a></li> 462<li id="menu-item-3932" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3932"><a href="https://www.jobdiscrimination.org/employment-attorney/contract-law/">Contracts</a></li> 463<li id="menu-item-3934" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3934"><a href="https://www.jobdiscrimination.org/employment-attorney/pregnancy-discrimination/">Pregnancy Discrimination</a></li> 464<li id="menu-item-3931" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3931"><a href="https://www.jobdiscrimination.org/employment-attorney/workplace-retaliation/">Workplace Retaliation</a></li> 465<li id="menu-item-3933" class="menu-item menu-item-type-post_type menu-item-object-page menu-item-3933"><a href="https://www.jobdiscrimination.org/employment-attorney/wrongful-termination/">Wrongful Termination</a></li> 466 467 </ul> 468 </div> 469 470 471 <div id="sbFAQs" class="animated" data-animation="fadeInRight"> 472 <h2>Frequently Asked Questions</h2> 473 <div id="sbQuestion">How do I apply for time off under the Family and Medical Leave Act (FMLA) in California?</div> 474 <div id="sbAnswer">The Family and Medical Leave Act (FMLA) provides job protection and unpaid leave to... <a id="sbAnswerMore" href="/employment-discrimination-faqs/">(READ MORE)</a></div> 475 </div> 476 477 <ul id="sbSocial"> 478 <li id="sbs1" class="sbs"><a href="https://www.facebook.com/BayAreaEmploymentLawyers/" target="_blank"><img width="144" height="96" class="delayLoad" data-src="https://www.jobdiscrimination.org/wp-content/themes/rnk_2020/img/sbSocial.png" alt="Facebook" /></a></li> 479 </ul> 480 <div class="sbLawpay">
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