It is early in the 2025 legislative session, but California lawmakers have already introduced a series of proposed bills that could significantly impact the state’s employers. Although it is too early to predict which, if any, of these bills will pass, the potential changes could greatly affect businesses and workers across California. Employers desiring further guidance in navigating the increasingly complicated landscape of compliance with employment law in California should contact MNK Law, APC, at 562.362.6437, or info@mnklawyers.com.
The current legislative session is set to end on September 12, 2025, and Governor Gavin Newsom will have until October 12, 2025, to either sign or veto any bills that pass a vote.
Key proposals introduced so far focus on areas such as pay transparency, workplace surveillance, automated decision systems, paid family leave, and employee training. Here’s a breakdown of some of the notable bills introduced thus far:
AB 1015 – Workplace Training Certificates Assembly Bill (AB) 1015 would give employers more flexibility in meeting state requirements for workplace discrimination and harassment training. Under the bill, employers could demonstrate compliance by presenting certificates of completion from training taken within the past two years.
AB 1018 – Automated Decision Systems AB 1018 aims to regulate the use of automated decision systems, including machine learning, statistical modeling, and artificial intelligence, that influence key employment decisions such as hiring, promotions, performance evaluations, and pay. Under the proposal, employers would be required to allow workers to “opt out” of automated decision-making processes.
AB 1234 – Wage Theft Investigations AB1234 aims to streamline the process for investigating and resolving wage theft complaints. Among the revisions is the state labor commissioner would be required to set a hearing date within 90 days after a formal complaint is filed, and issue a decision within 15 days of the hearing.
AB 1331 – Workplace Surveillance AB1331 addresses a growing concern over workplace surveillance. The bill seeks to place restrictions on video and audio recording devices, location tracking, and other monitoring systems. Employers would be prohibited from using surveillance tools during off-duty hours or in private spaces like restrooms and breakrooms. Also, in possible complication to remote work, the bill would prevent employers from monitoring workers’ homes or personal vehicles.
AB 1371 – Employee Safety Refusals AB1371 would allow workers to refuse tasks that violate safety standards or that present a reasonable risk of injury or illness. The bill also prohibits employers from retaliating or disciplining employees who refuse unsafe work assignments.
SB 590 – Paid Family Leave Expansion Senate Bill (SB) 590 seeks to expand eligibility for California’s paid family leave program, which already permits paid leave for a seriously ill child, spouse, parent, or grandparent. The proposed bill would allow employees to take paid leave to care for a seriously ill “designated person”—a person with whom they share a family-like relationship.
SB 642 – Pay Transparency SB 642 seeks to tighten rules around pay transparency in job advertisements. Under the bill, employers would be required to list pay scales that are no more than 10% above or below the average pay within the salary or hourly wage range.
California employers should closely monitor these proposed bills, as any of them could bring significant changes to state labor laws and redefine key aspects thereof. Do you have questions about employment compliance? MNK Law, APC is here to help. Contact us today at 562.362.6437 or info@mnklawyers.com.
