A new law signed by Governor Newsom on September 28, 2024, will change the way California employers approach driver’s license requirements for job applicants. Starting January 1, 2025, employers can only require a driver’s license for positions where driving is expected to be part of the job function, and only if no alternative forms of transportation, such as ride-sharing or bicycling, would reasonably meet the needs of the business. Employers should begin assessing their hiring processes to ensure compliance with this new provision of the Fair Employment and Housing Act (FEHA).
To prepare for the upcoming change, we recommend following a four-step action plan.
- Review all job descriptions and postings to identify which positions currently include a driver’s license requirement.
- Evaluate whether driving is truly necessary for those roles and if alternative transportation methods could meet the job’s demands.
- Update your job advertisements and applications to reflect the new legal standards.
- Finally, train your hiring managers and HR team on the requirements of SB 1100 to avoid any violations, which could result in compensatory damages, penalties, or attorney’s fees under FEHA.
Feel free to contact our team at info@manklawyers.com for assistance with reviewing your hiring practices and ensuring compliance with this new law.