Alcohol and Drug
California law requires private employers with 25 or more employees to provide reasonable accommodations for employees voluntarily seeking alcohol or drug rehabilitation. Employer are required to provide reasonable accommodations for employees seeking rehabilitation. Employers should balance accommodation efforts with workplace safety and operational needs.
Review your policy to ensure compliance with these regulations.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Alternative Work Week
Under California law upon the proposal of an employer, the employees of an employer may adopt a regularly scheduled alternative workweek that authorizes work by the affected employees for no longer than 10 hours per day within a 40-hour workweek without the payment to the affected employees of an overtime rate of compensation.
In order to for an alternative work week it receives approval in a secret ballot election by at least two-thirds of affected employees in a readily identifiable work unit.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
At-Will Employment
In California, the general rule is that employment is terminable at-will by either party, unless there is an employment contract for a definite period. Employees can be terminated for any reason, as long as it is not prohibited by federal, state, or local law.
However, courts recognize claims for breach of implied contract based on provisions in an employee handbook, oral statements, or a pattern of conduct that creates a reasonable expectation of continued employment. Employers can avoid implied contracts by having employees sign an express written at-will agreement and by including a clear disclaimer in the employee handbook reserving the company's right to deviate from its policies.
Sign on to Employee Handbook Builder and get this policy now to ensure compliance with these requirements. For expert guidance and to keep your handbook up-to-date, contact EmployerResource today!
For comprehensive training on maintaining at-will employment, visit EmployerESource and explore our training webinars. These resources offer valuable information for business owners and managers seeking to stay informed and compliant.
For any questions about at-will employment and how to preserve this relationship, please contact EmployerESource. We’re here to provide expert guidance and support.
Ban the Box
California’s 'Ban the Box' law prohibits employers from asking about an applicant’s criminal history or conducting a background check until a conditional job offer is made. As an employer, you can only revoke a conditional offer if the candidate’s criminal history directly relates to the position or poses an unreasonable risk to public safety.
Before revoking the offer, employers must provide the candidate with a copy of the background check and allow time for a response.
Contact EmployerESource to get a customized employee offer letter and form letter to match your legal requirements
Bereavement Leave
California law requires employers with five or more employees to provide bereavement leave, ensuring workers have time to grieve without fear of job loss. While businesses with fewer than five employees are exempt.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Break/Meal Period
California law mandates that non-exempt employees receive uninterrupted meal and rest breaks, with timing and duration based on hours worked. These breaks must be provided properly to avoid costly compliance violations.
Understanding the specifics is crucial. Our expertly crafted Employee Handbook outlines these requirements in detail, helping you protect your business and support your employees. Contact EmployerESource today to ensure your handbook meets all legal standards!
Credit Reports
Under California law, employers are generally prohibited from using consumer credit reports for employment decisions, except for specific job positions. These exceptions include managerial roles, law enforcement positions, jobs requiring financial access or fiduciary responsibilities, and roles involving confidential or proprietary information. Employers must ensure compliance with these legal restrictions to avoid potential violations. Additionally, employers cannot take adverse actions against employees who update personal information due to lawful changes, such as name or Social Security number updates.
For questions about this law and compliance assistance, please contact EmployerESource for expert guidance.
Crime Victims Leave
California law, employees are safeguarded from discrimination, retaliation, or dismissal when taking time off due to being a crime victim—including attending court proceedings.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Deduction Laws
Employers must navigate strict wage deduction laws, ensuring that employee wages are not unlawfully withheld. Under California law, employers cannot reclaim wages already paid to employees, deduct from gratuities, or charge employees for mandatory expenses like bonds, uniforms, or tools. However, deductions are permitted when required by law or authorized in writing.
To ensure compliance and avoid costly legal issues, EmployerESource offers a comprehensive Employee Handbook outlining these policies and a payroll deduction authorization form to properly document employee-approved deductions. Stay compliant and safeguard your business—get your Employee Handbook today!
Disclosure of Wages
California law protects employees' rights to discuss their wages without fear of retaliation. Employers are prohibited from:
Requiring employees to refrain from disclosing their wages as a condition of employment.
Forcing employees to sign agreements waiving their right to disclose wage information.
Disciplining, discharging, or discriminating against employees for sharing their wage details.
These protections ensure workplace transparency and fairness.
For questions regarding compliance with this law, contact EmployerESource for expert guidance.
Driver’s License
California employers that require, as a condition of employment, that an employee have a driver’s license shall pay the cost of any physical examination of the employee which may be required for issuance of such license, except where the physical examination was taken prior to the time the employee applied for such employment with the employer.
For questions regarding compliance with this law, contact EmployerESource for expert guidance.
Employees Records Access
California is one of the few states with an Employee Records Access Law, which outlines when employers must grant access to employees' personal records, the cost charges allowed, when employees can review their records, and how to handle disputes over record accuracy.
Ensure your business complies with this law. Sign on to Employee Handbook Builder and get this policy today! For expert guidance and to keep your handbook up-to-date, contact EmployerESource.
Employee Literacy
Under the Employee Literacy Education Assistance Act, private employers with 25 or more employees must provide reasonable accommodation for employees who disclose literacy challenges and seek assistance. Employers can assist by offering information on local literacy programs or arranging for literacy providers to visit the workplace. However, this law does not require employers to provide paid time off for participation.
Employers must also make efforts to protect the employee’s privacy regarding their literacy disclosure, and employees cannot be terminated solely for revealing literacy challenges if they perform their job satisfactorily.
For more information on compliance, contact EmployerESource for expert guidance or download an employee handbook with state-specific policies today.
Employee Training
California employers have numerous training obligations, with one of the most critical being sexual harassment prevention training. Nearly every employer must provide at least two hours of training for supervisors and one hour for nonsupervisory employees.
Industry-specific requirements can vary, making compliance complex. Ensure your Employee Handbook meets all legal requirements by contacting EmployerESource today. Stay compliant, protect your business, and foster a safer workplace—get your handbook now!
Final Wages
California law requires employers to pay employees promptly when they are fired, discharged, terminated, laid off, or quit, with specific timeframes depending on the circumstances.
Sign on to Employee Handbook Builder and get this policy now to ensure compliance with these payment requirements. For expert guidance and to keep your handbook up-to-date, contact EmployerESource today!
Garnishments of Pay
Under California law, employers may deduct $1.50 per garnishment payment from an employee's wages.
Ensure your payroll processes align with this regulation. Sign on to Employee Handbook Builder and get this policy today! For expert guidance and to keep your handbook compliant, contact EmployerESource.
Jury Duty
California law does not require employers to pay wages for jury duty, but employees cannot be penalized or discharged for fulfilling their civic duty—as long as they provide reasonable notice. Employees may use vacation, personal, or compensatory leave if available.
Ensure your processes align with this regulation. Sign on to Employee Handbook Builder and get this policy today!
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Lactation Accommodation
California employers are required to provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee’s infant child each time the employee has need to express milk. This law details use of this time.
Ensure your processes align with this regulation. Sign on to Employee Handbook Builder and get this policy today!
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Make Up Worktime
California employees that want to make up work missed in a day due to personal obligations may work not in excess of 11 hours per week in order to make up missed time without being counted as overtime. Employers are not allowed to encourage or otherwise solicit an employee to make up hours missed.
Ensure your processes align with this regulation. Sign on to Employee Handbook Builder and get this policy today!
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Maternity and Pregnancy
California employers must provide Pregnancy Disability Leave (PDL) for employees who are physically or mentally impaired due to pregnancy, childbirth, or a related medical condition.
Employees are eligible for leave if they remain disabled by their pregnancy or related conditions.
For expert guidance and to keep your handbook up-to-date, contact EmployerESource today!
Minimum Wage
As of 2025 California’s current minimum wage is $14.70.
Contact EmployerESource with any questions about this law.
Organ and Bone Marrow Donor
Under the Michelle Maykin Memorial Donation Protection Act, California employers with 15 or more employees must provide paid leave for organ and bone marrow donation. Organ donors are entitled to 30 business days of paid leave and an additional 30 business days of unpaid leave within a 12-month period. Bone marrow donors are entitled to 5 business days of paid leave within a 12-month period. Employers must maintain health benefits during the leave period and restore employees to their previous position upon return. Employers cannot retaliate against employees for exercising these rights.
For compliance assistance, contact EmployerESource or download an employee handbook with state-specific policies today.
Overtime
California law has strict overtime pay requirements for non-exempt employees. For example, double-time pay applies for hours worked beyond 12 in a day. Additional rules apply to weekly and daily overtime, as well as consecutive workdays. Failure to comply can lead to significant penalties.
Ensure your payroll processes align with these regulations by reviewing your policy. For expert guidance and to keep your handbook compliant, contact EmployerESource today!
Paid Family Leave
Under the CFRA, eligible employees must be allowed to work a reduced schedule or take up to 12 weeks of leave to bond with a new child—including foster and adopted children. There are additional details regarding how this leave applies, which are outlined in the full policy.
For compliance assistance, contact EmployerESource or download an employee handbook with state-specific policies today.
Salary History
California law prohibits employers from using an applicant’s salary history to determine hiring decisions or compensation. Employers cannot request salary history information, including past wages or benefits, during the hiring process. Additionally, employers must provide the pay scale for a position upon reasonable request after an initial interview. However, applicants may voluntarily disclose their salary history, and employers may ask about salary expectations for the position. Prior salary cannot be used to justify pay disparities.
For a customized employment application or to download an employee handbook with state-specific policies, contact EmployerESource today!
School Actives Leave
California, employers with 25 or more employees at the same location cannot discriminate against or fire an employee for taking time off to participate in their child’s school activities or handle childcare emergencies. Eligible employees can take up to 40 hours per year for these important moments.
For compliance assistance, contact EmployerESource or download an employee handbook with state-specific policies today.
Sick Leave
California law requires most employers to provide sick leave, and in some cases, extended unpaid leave under laws such as the California Family Rights Act (CFRA) and the Family and Medical Leave Act (FMLA). Employees may also qualify for benefits through the State Disability Insurance (SDI) or Paid Family Leave (PFL) programs.
If you have any questions about these requirements or need assistance with compliance, please contact EmployerESource. We're here to support you and ensure your practices remain in line with the law.
Social Media
California employers shall not require employees or applicant to disclose a username or password for the purpose of accessing personal social media. Companies cannot require an employee to access personal social media in the presence of the employer.
If you have any questions about these requirements or need assistance with compliance, please contact EmployerESource. We're here to support you and ensure your practices remain in line with the law.
Vacation
Employers in California are not legally required to provide vacation benefits to employees. However, if a company offers vacation, personal time off (PTO), or holiday leave, it must adhere to the policies it establishes.
This makes it essential for businesses to adopt well-crafted, clear, and compliant vacation policies.
EmployerESource specializes in developing customized vacation and leave policies tailored to your business needs. Let us help you create policies that align with your goals while ensuring compliance and clarity for your employees.
Contact us today to get started!
Victim Rights
California law, employers cannot retaliate or discriminate against employees who take time off to obtain protection from domestic violence, sexual assault, or stalking. Victims are legally allowed to seek medical attention, counseling, domestic violence services, or engage in safety planning without fear of job loss.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Volunteer Civil Service Personnel Leave Policy
California employers, with certain number of employees, whom employee performs duty as; volunteer firefighter, reserve peace officer or emergency rescue personnel, shall be permitted to take temporary leaves of absence. This law details time off requirements.
For compliance assistance, contact EmployerESource or download an employee handbook with state-specific policies today.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Voting Leave
California law mandates that employers provide time off for employees to vote while ensuring proper notice and pay regulations. Employers must also post a notice about voting rights at least 10 days before the election to keep employees informed.
For compliance assistance, contact EmployerESource or download an employee handbook with state-specific policies today.
If you have any questions about this law, please contact EmployerESource. We’re here to assist you and ensure your practices remain compliant.
Wage Reduction
California does not have a specific law detailing when or how an employer may reduce an employee’s wages or whether notice must be provided before instituting a wage reduction. However, the California Department of Industrial Relations mandates that employers give employees prior notice of any change in pay periods. This notice requirement would likely apply to any wage reduction as well.
Additionally, a wage reduction can only be applied to hours worked after the change and cannot be retroactively applied to hours already worked.
For compliance assistance, contact EmployerESource or download an employee handbook with state-specific policies today.