Recent Decisions
I summarize recent California employment-law decisions here—brief, plain-English notes on what changed and what it means for resolving a dispute.
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Assembly Bill 2563 directs that any California law barring discrimination based on sex or gender be read to prohibit “sex discrimination” as broadly defined, and adds that definition to the Unruh Civil Rights Act and the Fair Employment and Housing Act.
Assembly Bill 1697 pushes the ban on employment “stay-or-pay” contract terms to agreements entered on or after January 1, 2027, and adds several exceptions. As an urgency statute, it took effect September 30, 2026.
Senate Bill 1149 lets employees name a “designated person” as a family member for bereavement leave, while allowing employers to cap the choice at one such person per 12-month period.
Senate Bill 1083 revises how California schools investigate, report, and share records of egregious misconduct by noncertificated and private school employees, and expands background-check duties for contractors serving pupils.
Assembly Bill 1803 requires California employers with five or more employees to add anti-hate speech training to their sexual harassment prevention training beginning January 1, 2028.
Assembly Bill 1198 changes how updated prevailing wage determinations apply to public works contracts valued at $35 million or more, with a semiannual review cycle and a petition process starting July 1, 2027.
In a matter of first impression, the First District held that a plaintiff cannot sue an individual manager or supervisor for whistleblower retaliation under Labor Code section 1102.5—only the employer.
The Ninth Circuit revived a white city employee’s claim that racial-justice trainings and workplace incidents created a racially hostile work environment—while affirming summary judgment on his equal protection, retaliation, and constructive discharge claims.
Assembly Bill 2682 lets parties in a rideshare driver unfair practice case petition a court of appeal for review of a labor board decision, and it sets procedures for enforcing final orders. The measure takes effect January 1, 2027.
The Ninth Circuit held that a nurse’s religious exemption letter was incorporated by reference into her complaint and, once considered, plausibly pleaded a Title VII failure-to-accommodate claim—reversing the dismissal.