7 Important Legal Updates for Businesses in 2024

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As 2024 rolls around, California businesses face a landscape of evolving legal regulations that demand. Below is a brief summary of the seven legal updates that California businesses should be aware of in 2024.

1. Paid Sick Leave Law – Effective January 1, 2024

Senate Bill 616 increases the number of paid sick days an employee is entitled to.

2. Leave for Reproductive Loss Law – Effective January 1, 2024

Senate Bill 848 affords employees up to five days of leave following a “reproductive loss event.”

3. Non-Compete Provisions Banned – Effective January 1, 2024

Senate Bill 699 and Assembly Bill 1076 deem any non-compete agreement (or clause), which does not fall into pre-defined statutory exceptions, as void and illegal.

4. Off-The-Job Cannabis Use Protected – Effective January 1, 2024

Assembly Bill 2188 provides that employers may no longer test employees for non-psychoactive cannabis metabolites.

5. Healthcare Minimum Wage – Effective June 1, 2024

Senate Bill 525 requires California healthcare facilities to raise the minimum wage schedules depending on the type of healthcare facility and the nature and size of the business.

6. Workplace Violence Prevention Law – Effective July 1, 2024

Senate Bill 553 requires California employers to create, adopt, and implement written workplace violence prevention plans.

7. Fast Food Worker Minimum Wage – Effective April 1, 2024

Assembly Bill 1228 requires California fast-food restaurants to raise the minimum wage for employees to $20.00 per hour.


The legal landscape for businesses is dynamic and ever-changing, and the above information is merely a brief snippet of said changes. Staying informed about the latest legal updates is crucial for maintaining compliance, managing risks, and ensuring the long-term success of your business. By proactively adapting to these changes, businesses can navigate the complex legal environment of 2024 and position themselves for sustainable growth. Now is a great time for businesses to review and update their employment policies and employee handbook.

If you are in need of assistance to further understand how these legal updates impact your business and/or assistance in updating your employment policies and employee handbook, please contact us at info@mnklawyers.com.

This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between MNK Law and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.