2025 Labor Law Updates

Big changes are coming to California workplaces in 2025, and they could affect your paycheck, your rights, and even how your boss can communicate with you. From higher wages to stronger worker protections, these new laws are designed to make workplaces safer and fairer—whether you’re an employee making a living or an employer trying to stay compliant. Staying informed is key.

If your employer violates your workplace rights, you don’t have to face it alone—V. James DeSimone Law is here to fight for you. Contact our Los Angeles employment lawyers today for a free consultation and take the first step toward justice.

Minimum Wage Increase

As of January 1, 2025, California’s minimum wage is up to $16.50 per hour for all workers—no matter the size of the company. If you’re a salaried employee, this change also impacts you, as exempt workers must now earn at least $68,640 a year to keep their exempt status. Keep in mind that some cities and counties have even higher minimum wages, so employers need to follow the highest rate that applies in their area.

Worker Freedom from Employer Intimidation Act (SB 399)

Effective January 1, 2025, SB 399 prohibits employers from requiring employees to attend meetings or participate in communications primarily intended to convey the employer’s stance on religious or political matters, including union organizing. Employees now have the right to decline participation in such meetings without fear of retaliation. Employers found in violation may face penalties of $500 per employee for each violation.

Prohibition on Requiring Driver’s Licenses as a Job Qualification (SB 1100)

Under SB 1100, which took effect on January 1, 2025, employers are prohibited from requiring a driver’s license as a condition of employment unless driving is an essential job function and no reasonable alternative transportation methods are available. This law prevents discrimination against individuals who may not possess a driver’s license due to various reasons, including disability or economic constraints.

Expanded Sick Leave for Agricultural Workers

Agricultural workers face tough conditions during the best of times. But when wildfires or other hazardous issues arise, they shouldn’t have to choose between their health and a paycheck. California’s new law aims to protect them when wildfire smoke makes the air unsafe. Starting in 2025, employers must provide paid sick leave during hazardous air quality periods.

Protections Against Unauthorized Use of Likenesses (AB 1836 and AB 2602)

With AI making it easier than ever to recreate someone’s face or voice, California is stepping in to set boundaries. Starting January 1, 2025, AB 1836 and AB 2602 protect both living and deceased individuals from having their likeness digitally replicated without permission. This is a big deal for industries like entertainment and gaming, where digital recreations are becoming more common.

Elimination of Legacy Admissions in Colleges

Beginning in 2025, California is putting an end to legacy admissions at public colleges and universities. This change is all about fairness—making sure students are admitted based on merit, not family ties. While it’s not a workplace law, it reinforces the state’s broader push for equal opportunity, a principle that carries over into employment and beyond.

Implications for Employers and Employees

California’s new labor laws are designed to strengthen worker protections, but these rights are only effective if employees understand and exercise them. Whether it’s ensuring fair pay, refusing coercive meetings, or challenging unlawful job requirements, employees should take proactive steps to safeguard themselves in the workplace.

Familiarize yourself with the key changes, such as the minimum wage increase, the right to decline employer-led political or religious meetings (SB 399), and the prohibition against requiring driver’s licenses unless necessary for the job (SB 1100). Knowledge is power—understanding these laws helps prevent exploitation and unfair treatment.

If you believe your employer is violating these new laws, you can file a complaint with the California Department of Industrial Relations (DIR), the Labor Commissioner’s Office, or another relevant agency. Whistleblower protections exist to prevent retaliation, so don’t let fear stop you from standing up for your rights.

Some workplace violations require legal action, especially if you’ve faced wrongful termination, wage theft, discrimination, or harassment. Call an experienced Los Angeles employment attorney at our firm immediately. We will help you understand your options and take the necessary steps to hold your employer accountable.

Contact Our Los Angeles Employment Law Firm

Navigating the evolving landscape of labor laws can be challenging. Whether you’re an employer seeking to ensure compliance or an employee wanting to understand your rights, staying informed is crucial.

At V. James DeSimone Law, we are committed to justice. Recognized as a top employment lawyer in California, V. James DeSimone and our talented team are more than qualified to take on even the most complicated cases.

If you have questions or need assistance related to these new laws, don’t hesitate to reach out to V. James DeSimone Law. Call us at (310) 693-5561 or fill out our confidential contact form. You don’t have to face this alone—let us help you take the first step. 

V. James DeSimone

Attorney V. James DeSimone is a 35+ year experienced civil rights & employment lawyer in Southern California. Jim is a Super Lawyer, Rated “Superb” by Avvo, and is a US News & World Report Best Law Firm in California.