New workplace laws in California typically trigger additional notice and posting requirements. This year is no exception. California employers now have two additional obligations. As a reminder, as of 2025, California employers must do the following:
Post a Notice Advising Employees About Whistleblower Rights
Under Labor Code Section 1102.5, employers cannot retaliate against an employee who complains that an employer is violating a state or federal statute, or the employer is violating or not complying with a local, state, or federal rule or regulation. Employers must “prominently” post information about this law. Employers are free to craft their own notices. However, employers may instead rely on the Labor Commissioners’ model notice, which contains the required language. Note that the posting must be legible, and the lettering must be larger than 14 points. The model notice can be found here.
Notify Employees of Their Rights Under Expanded Crime Victim Laws
California expanded the rights of employees to take time off to seek relief in court when they or family members are victims of crime. California employers must provide notice of such rights when employment begins, annually, when employees request the information, and when the employer understands the employee or a family member has been victimized by crime. The California Civil Rights Division must create a sample notice by July 1, 2025. The notification requirement takes effect as soon as the model notice is published. Look for the new notice on this website.
Note that these requirements are in addition to dozens of posting and notice requirements already in place. A summary of those requirements can be found here.
