It is the beginning of the year again, and that means that employers must be on the lookout for new employment regulations taking effect in California. This year is no different. Here are three key changes among the new legislation taking effect. Any employers needing advice on these or any employment matters may contact the experienced attorneys at MNK Law, APC at 562.362.6437, or info@mnklawyers.com.
Preservation of Training Records
The small things can later lead to big problems for employers. This year, SB 513 expands employer recordkeeping requirements under Labor Code section 1198.5 to expressly include education and training records. Employers must retain documentation that identifies the employee and training provider, the date and duration of the training, the core competencies or skills obtained (including equipment or software training), and any certification or qualification earned as a result. These education and training records must be maintained as part of the employee’s personnel file and produced upon request under section 1198.5. Failure to do so will likely subject the employer to penalties.
Minimum Wage Increases Effective January 1, 2026
Wages are rising again this year. Employers must comply with the new minimums to avoid penalties.
- California’s statewide minimum wage will increase to $16.90 per hour, and the minimum annual salary for exempt employees will rise to $70,304.
- The minimum hourly rate for certain licensed physicians and surgeons to qualify as exempt from overtime will increase to $107.17 per hour.
- The minimum rate for a computer software employee to qualify for the overtime exemption will be $58.85 per hour or $122,573.13 annually.
Notice and Information Requirements Increasing
SB 617 expands the California WARN Act (Cal-WARN) notice requirements by increasing the amount of information employers must provide when issuing advance notice of a covered layoff, relocation, or termination. Although SB 617 does not alter the events that trigger Cal-WARN or the 60-day notice period, it requires WARN notices to include additional employee-focused information, such as contact details for local workforce development boards, access points for unemployment insurance and CalFresh (California’s SNAP program), other public benefit programs, and clearer guidance on available transition and reemployment resources.
Any businesses seeking advice on employment matters may contact MNK Law, APC via telephone at 562.362.6437, or by e-mail, at info@mnklawyers.com.
