As 2025 approaches, many new regulations will take effect in California, and Los Angeles lawyer Xu Zhiming recently explained the new rules that small and medium-sized business owners need to pay attention to next year, to remind them to avoid inadvertently violating the law and facing fines.
According to the new labor laws set to take effect in California in 2025, employers will no longer be allowed to use phrases like “salary negotiation” when recruiting. They must clearly state the salary range (such as hourly or annual salary). Xu Zhiming pointed out that phrases like “salary negotiation” commonly used by the Chinese community in the past may violate the law. The purpose of this requirement is to increase salary transparency and prevent potential wage discrimination issues. Employers who do not comply with this regulation will face fines of at least $500 for each non-compliant job advertisement, along with possible legal fees.
Xu Zhiming cautioned that while a $500 fine for a non-compliant job advertisement may seem small, legal fees in the event of a lawsuit could be a significant expense. Therefore, employers must explicitly outline the salary range when posting job ads.
Furthermore, in 2025, California will also implement several important labor law reforms. Employers cannot require job seekers to provide a driver’s license unless it is for a delivery driver position. Employers are also prohibited from forcing employees to participate in company-sponsored religious activities, and choosing not to participate cannot be used as a reason for termination or wage reduction.
Xu Zhiming further explained that some California laws may conflict with federal laws. For example, while federal regulations prohibit companies from hiring undocumented immigrants, California laws require employers not to check applicants’ driver’s licenses to a certain extent, relaxing the verification of applicants’ identities, but this regulation does not directly conflict with federal laws.
In terms of family care leave, the new regulations require companies to provide employees with up to 12 weeks of family care leave, which can be used to care for immediate family members. Although this leave may be unpaid, employees cannot be terminated during this period, and the company must continue to provide medical benefits to employees. Additionally, employees no longer need to exhaust their paid leave before applying for family care leave; they can arrange time off independently.
Xu Zhiming stated that in the past, the application and use of family care leave was somewhat ambiguous, but California’s new regulations in 2025 expressly state that employees can retain their own leave and take family care leave first. Companies that violate these regulations will face legal responsibility, including all damages and legal fees.
Xu Zhiming advised business owners to stay informed and comply with California’s legal regulations promptly to avoid high compensation risks.