As we enter 2025, California continues to lead the nation in workplace protections with critical updates to its employment laws. Staying informed is essential for both employees and employers navigating this evolving legal landscape. At Matern Law Group, we’re committed to helping employees understand their rights and taking action when those rights are violated. Below, we outline key updates for 2025 and their implications.
Forced Work Meetings for Religion and Politics Banned
California enacted the California Worker Freedom from Employer Intimidation Act (SB 399), which prohibits employers from requiring workers to attend meetings that express the employer’s views on religious, political, or union matters. While a primary aim of the legislation was to crack down on captive audience meetings used to discourage labor organization, it defines “political matters” broadly to include matters relating to elections for political office, political parties, legislation, regulation, or the decision to join or support any political party or political or labor organization.
Impact on Employees
This law ensures workers are free from intimidation and coercion during employer-sponsored meetings. Violations can result in civil penalties of $500 per employee per meeting. Further, violations can provide a basis for a retaliation claim if an employee opposes activity prohibited by the law and is subsequently subjected to an adverse employment action (e.g. discipline, suspension, termination).
What You Can Do
If you’re pressured to attend such meetings or face retaliation for refusing, document the incident and seek legal counsel immediately to explore your options.
Increased Transparency of Whistleblowers’ Rights
California’s AB 2299 enhances workplace transparency by requiring employers to prominently display a notice outlining whistleblower rights and responsibilities, ensuring employees are informed about protections against retaliation for reporting workplace violations.
Impact on Employees
By mandating clear and accessible information, this law empowers employees to act confidently when reporting misconduct, such as wage theft or unsafe conditions.
What You Can Do
If you’ve experienced retaliation after reporting violations, collect evidence such as emails or witness statements, refer to the whistleblower rights notice at your workplace for guidance, and consult an attorney to protect your rights.
Intersectionality as a Protected Characteristic
California amended the Fair Employment and Housing Act (FEHA), Unruh Civil Rights Act, and Education Code to explicitly recognize intersectionality—the combination of two or more protected characteristics (e.g., race and gender)—as a basis for claims. SB 1137 codifies the ruling in Lam v. University of Hawaii (9th Cir. 1994) 40 F.3d 1551, recognizing that discrimination and harassment may be directed at a combination of factors beyond a single protected category. For example, an African-American female could be harassed based on her race, gender, or a combination of the two. In this example, she may be subjected to conduct not experienced by African-American male or non-African-American female co-workers.
Impact on Employees
This groundbreaking legislation ensures that victims of harassment, discrimination, or retaliation based on overlapping identities have stronger legal recourse.
What You Can Do
If you experience any kind of harassment, discrimination, or retaliation—including conduct targeted a combination of protected characteristics (e.g., age, race, gender), document incidents thoroughly and seek immediate legal advice to explore legal options.
Time Off for Victims of Violence Expanded
New legislation (AB 2499) broadens protections for employees who are victims of violence or assisting family members in such situations. Employers can no longer deny time off for reasons including domestic violence, sexual assault, stalking, or other violent incidents.
Impact on Employees
The updated law now applies to all employers, regardless of size, and ensures broader access to protected leave without fear of job loss or retaliation.
What You Can Do
Inform your employer of your need for leave and timely provide any required documentation. If you face resistance or retaliation, consult an employment attorney to enforce your rights.
Driver’s License Discrimination Prohibited
A new law (SB 1100) prohibits employers from requiring a valid driver’s license in job postings unless driving is an essential job function and no alternative transportation methods are feasible.
Impact on Employees
This law addresses systemic bias and ensures that job requirements are relevant and equitable.
What You Can Do
If you encounter a job posting that unlawfully requires a driver’s license, preserve the posting and contact an employment attorney to consider challenging discriminatory hiring practices.
Freelance Worker Protections Strengthened
The Freelance Worker Protection Act (SB 988) mandates written contracts for freelance workers earning $250 or more and requires timely payment within 30 days of project completion.
Impact on Employees
Freelancers now have greater transparency and protections against nonpayment. Violations can result in legal remedies, including recovery of unpaid wages and attorneys’ fees.
What You Can Do
If your employer fails to provide a written contract or timely payment, keep records of your work and consult an attorney to explore enforcement options.
How Matern Law Group Can Help
Navigating California’s updated employment laws can be challenging, but you don’t have to do it alone. Whether you’re dealing with harassment, discrimination, retaliation, wage theft, or violations of workplace protections, our experienced attorneys are here to help.
At Matern Law Group, we specialize in fighting for employees’ rights, ensuring fair treatment, and holding employers accountable. If you believe your rights have been violated under California’s 2025 employment law updates, contact us today for a free consultation.
