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Update Applicable to:
All employers in the state of California.

What are the details?
The California Elections Code section 14001 requires employers to post a notice to employees advising them of provisions for taking paid leave for voting in statewide elections. A sample of this notice and a notice to employers regarding time off for voting is available below as a PDF download. You may call the Elections Division at (916) 657-2166 to order posters of the notices.

Employers must post the employee notice 10 days before a statewide election. A statewide election is an election held throughout the state. For a list of upcoming statewide elections, please visit our upcoming elections web page. 

The employee notice must be posted either in the workplace or where employees can see it as they enter or exit their place of work.

Employees are eligible for paid time off to vote only if they do not have sufficient time outside of working hours to vote. The law intends to provide an opportunity to vote to workers who would not be able to do so because of their jobs.

Polls are open from 7:00 a.m. to 8:00 p.m.

Employees can be given as much time as they need to vote, but only a maximum of two hours is paid.

Employers may require employees to give advance notice that they will need additional time off for voting.

Employers may require time off to be taken only at the beginning or end of the employee’s shift.

Download the Notices:
The notices to employees and employers regarding employee time off for voting is available as a PDF download by clicking on one of the following links:

For more information, please see the links below:

California Secretary of State Announcement

Upcoming Elections

What do employers need to do?
Employers should review the links provided above, allow their employees time off to vote for the upcoming elections, and post the notices above in a conspicuous manner and provide them to employees.

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

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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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