California has a reputation as a national leader in labor rights and employee protections. Companies must follow the legal guidelines to stay compliant and protect their place in one of the country’s largest and most lucrative markets. As we reach the last month of the year, it’s time to look ahead and prepare for how labor laws will change in 2024.
Bereavement Leave Will Include “Reproductive Loss Events.”
Under current law, all workers are entitled to some bereavement leave after the loss of a family member. That leave is up to 5 days per event. The state has now widened its definition of a loss to cover reproductive losses, which includes:
- Miscarriages
- Stillbirths
- Failed surrogacy
- Failed adoptions
However, there are some limits to the bereavement and reproductive loss leave law. Employers do not have to provide more than 20 days total of loss leave time in a 12-month period.
Marijuana Use and Employment
In the new year, it will be illegal to discriminate against anyone because of marijuana use in their personal life. At-home and off-work marijuana use is not a reason to fire or refuse to hire someone. Employers cannot inquire about any marijuana use history of any worker or potential new hire.
Raising Minimum Wage
The statewide minimum wage will increase next year to $16 per hour. For fast food restaurants, the effective rate will be $20 per hour starting on April 1st, 2024. These increases could vastly increase employer operating costs in many cases.
Exceptions and Other Changes May Require Hands-on Attention
Some exceptions and complications are unavoidable in every employment law update, especially in statewide changes like these. By speaking with agile, attentive attorneys who understand your business goals, you can get a more in-depth understanding of your risks and obligations.