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What are the basic employment laws that businesses in California must comply with?

Picture of Chris Battis By   ·  1 minute read

As a lawyer, I can advise that businesses in California must comply with several employment laws at the federal, state, and local levels. Some of the basic laws that businesses must comply with are:

  1. California's minimum wage laws - California's minimum wage for employers with 25 or fewer employees is $13 per hour and, for those with more than 25 employees, it is $14 per hour. However, some cities like Los Angeles, San Francisco, and San Diego have adopted their own minimum wage ordinances that set higher minimum wage rates. Employers must ensure that they pay their employees at least the minimum wage.

  2. Anti-Discrimination and Harassment Laws - Under the California Fair Employment and Housing Act (FEHA), it is illegal for employers to discriminate against employees on the basis of race, sex, gender, religion, age, sexual orientation, and other protected characteristics. Employers must provide a safe and harassment-free workplace for all employees, and take appropriate measures to prevent harassment and discrimination.

  3. Overtime Laws - Under California law, employers must pay non-exempt employees one and a half times their regular rate of pay for all hours worked over 8 hours in a workday or 40 hours in a workweek. Additionally, non-exempt employees must be paid double their regular rate of pay for all hours worked over 12 hours in a workday.

  4. Sick Leave Law - Under California's sick leave law, employers must provide sick leave to their employees, which can be used for themselves or their family members. Employees accrue one hour of sick leave for every 30 hours worked, and employers must allow them to carry over unused sick leave from year to year.

  5. Workers' Compensation Law - Under California's Workers' Compensation Law, employers must provide insurance coverage for their employees for work-related injuries or illnesses. Employers must provide a safe workplace, and employees who are injured on the job are entitled to medical treatment, wage replacement, and other benefits under the law.

It is important to note that there may be exceptions or limitations to these laws based on factors such as the size of the business, the type of industry, the classification of the employees, or the collective bargaining agreements. Therefore, it is advisable for businesses to consult with an employment lawyer to ensure they are in compliance with all applicable employment laws.