2025 Q1 California Employment Law Updates – Webinar Recap
- Richard Liu
- Mar 19
- 3 min read
Updated: Oct 22
Thank you for joining our latest webinar on the 2025 Q1 California Employment Law Updates! We appreciate your participation as we explored the latest legal changes affecting employment practices in California and beyond.
If you missed the session or want to revisit key points, we’ve summarized the most important takeaways below.
Key Legislative & Case Law Updates
New Labor Legislation Proposals
Truckers Overtime Bill (H.R. 1962 – GOT Truckers Act): A proposal to require overtime pay for truck drivers working over 40 hours per week.
Salary Transparency Bill (H.R. 2007): A measure mandating salary range disclosures in job postings to improve pay transparency.
Can Non-Employees Sue Employers Under Employment Law?
Non-employees generally cannot sue under most employment laws, but exceptions exist. Recent cases have highlighted potential legal avenues for independent contractors and job applicants challenging unfair employment practices.
California Minimum Wage & Exempt Employee Salary Increases
Statewide Minimum Wage: Increased to $16.50/hour as of January 1, 2025 (applies to all employers).
Exempt Employee Salary Threshold: Now $68,640/year for executive, administrative, and professional employees.
Industry-Specific Wages:
Fast-food workers: $20.00/hour
Healthcare workers: $23.00/hour (rising to $24.00/hour on July 1, 2025)
New Protections for Crime Victims (A.B. 2499)
Protects employees and their family members who are victims of violent crimes from retaliation when taking leave.
Expands the definition of "qualifying acts of violence" and the scope of permitted leave.
Key Updates in New York & New Jersey
New York
Paid Prenatal Leave: 20 hours of paid leave for pregnancy-related healthcare (first state to mandate this).
Minimum Wage Increase: NYC, Long Island, and Westchester raised to $16.50/hour; rest of NY to $15.50/hour.
Overtime Exemption Threshold: Increased minimum salary requirements for exemption eligibility.
New Jersey Pay Transparency Law
Requires employers to disclose salary ranges and benefits in job postings.
Employers must inform current employees of promotional opportunities.
Private Attorneys General Act (PAGA) Reforms
Significant changes to PAGA take effect in 2025, including:
Reduced penalties for proactive compliance.
New 60-day cure period for employers to correct violations.
Early Evaluation Conferences (EECs) to resolve disputes before litigation.
Stricter standing requirements for employees filing claims.
These reforms aim to reduce frivolous lawsuits while maintaining protections for workers.
For any questions or legal guidance, feel free to contact us at contact@consultils.com. Thank you for joining, and we look forward to the next session!
Disclaimer: The materials provided on this website are for general informational purposes only and do not, and are not intended to, constitute legal advice. You should not act or refrain from acting based on any information provided here. Please consult with your own legal counsel regarding your specific situation and legal questions.
As Managing Partner at ILS, Richard Liu ranks among the leading U.S. attorneys in corporate, employment, and regulatory law. He is known for crafting legal strategies aligned with clients’ business objectives and advising Fortune 500 companies, startups, and executives on corporate transactions, financing, privacy, and employment matters across the technology, healthcare, and financial sectors.
Before founding ILS, Richard practiced at top defense firms, where he developed a reputation for anticipating risks and designing strategies that balance protection with growth. He has secured favorable outcomes in contract and intellectual property disputes, represented clients in state and federal courts, and is recognized for combining large-firm expertise with boutique-firm agility. Richard is also a frequent speaker at industry and legal conferences.
Email: contact@consultils.com | Phone: 626-344-8949
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