California enacted several new employment laws for 2024. What are the key changes and what do employers need to prepare for? There were dozens of changes. However, the ones that almost every employer needs to deal with, and the ones the employees will certainly know about relate to leaves of absence, marijuana use, and policies. California Paid Sick Leave changed from 24 hours per year to 40 hours or 5 days, whichever is greater (alternative work week employees could get between 48-50 hours). Effective January 1, 2024, employers who front loaded should front load a lump sum of 5 days or 40 hours, whichever is greater. Employers who use the accrual method must make three days or 24 hours of sick leave available to the employee by the 120th day of employment, and an additional two days or 16 hours available by the 200th calendar day of employment, for a total of five days or 40 hours. Employees under the accrual method must now carry over 10 days or 80 hours of accrued paid sick leave each year, rather than six days or 48 hours. Employees’ use of accrued paid sick leave may now be capped at 40 hours or five days’ paid sick leave. Off-Site, Off-Duty Marijuana Use. Employers may not discriminate against applicants or employees because they have (1) used cannabis off the job and away from the workplace, or (2) because a drug 60 LAWYER MONTHLY FEBRUARY 2024 California’s 2024 Employment Law Key Updates Employers Need to Know Employment law is one of the fastest-changing areas of law in California. Every year, several important new labor laws take effect, and 2024 is no different. For California employees, it’s crucial to stay informed of your new rights and protections. Governor Gavin Newsom signed into law a variety of employment law changes for California employers. Below, Christine H. Long at Berliner Cohen LLP - San Jose, CA discusses California labor laws and the oftenconflicting requirements between federal, state, county and even city and the challenges they present for today’s employers. Insights from Christine H. Long Partner at Berliner Cohen, LLP
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