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California Passes Bills

08 Nov

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Update Applicable to:

California employers and multi-state businesses with employees performing work in California (employee count differs by bill)

What happened?

California Governor Newsom signed two anticipated bills.

What do employers need to do?

Employers should review the above bills to become familiar with the requirements of the new amendments to existing law to ensure compliance.

What are the details?

SB 848: Leave for Reproductive Loss

Applicable to employers with 5 or more employees, this law goes into effect on January 1, 2024. Following on 2022’s mandatory (unpaid) bereavement leave, SB 848 would require employers to provide eligible employees up to 5 days of (unpaid, unless the employer has an existing policy stating otherwise) reproductive loss leave upon suffering a failed adoption or surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction. The bill would also prohibit retaliation against an individual who uses this leave or shares information about it.

This bill would add Section 12945.6 to the Government Code.

SB 428: Workplace Violence Restraining Orders: Harassment

Applicable to all California employers and multi-state businesses with employees performing work in the state of California. Starting January 1, 2025, SB 428 would allow employers to seek restraining orders on behalf of their employees who have been harassed or suffered unlawful violence or a credible threat of violence in the workplace or reasonably construed to be conducted in the workplace. The bill would prohibit a court from issuing such an order that would prohibit speech or activities protected by the National Labor Relations Act or provisions governing the communications of exclusive representatives of public employees.

This bill would amend, repeal, and add Section 527.8 of the Code of Civil Procedure.

For more information, please see the links below:

SB 848

SB 428

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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