SB 513 significantly expands California employers’ personnel record obligations by adding education and training records to the documents employees may inspect. With no statutory definition provided, employers must take a broad approach to compliance. This article explains the new requirements and outlines practical steps to update training documentation, recordkeeping, and personnel file policies.

California’s 2026 employment laws introduce significant new obligations affecting HR, compliance, and day-to-day workforce management. This overview highlights the most impactful changes employers need to prepare for ahead of the new year.

California law mandates a wide range of employee leave protections beyond CFRA and Paid Sick Leave. This guide covers key miscellaneous leaves — including jury duty, military, voting, bereavement, and more — helping employers stay compliant and informed.

California’s new marijuana law limits how employers can address off-duty cannabis use. As of 2024, testing for past marijuana use is no longer a lawful basis for employment decisions. Employers can still act on actual on-the-job impairment, but policies must be updated to reflect the new legal standards.

The NLRA applies to nearly all private-sector employers, not just unionized ones. Employees have the right to engage in “protected concerted activity,” including discussing pay, safety, and workplace conditions. Learn how recent NLRB rulings, like Stericycle, affect employer policies and compliance.

California’s wage and hour laws are stricter than federal standards when it comes to travel and compensable work time. Employers must pay for nearly all time employees are under their control, including travel, waiting, and on-call time. Learn how to stay compliant and avoid costly claims.