California’s paid sick leave (PSL) laws are undergoing significant changes starting January 1, 2025, creating expanded protections for employees across the state. These updates, enacted through Senate Bill 1105 (SB 1105) and Assembly Bill 2499 (AB 2499), reflect California’s commitment to the health and safety of its workforce. For employees dealing with challenging workplace situations, understanding these expansions is important. At Minnis & Smallets LLP, we help employees recognize their rights under evolving legal frameworks and provide strong representation to protect those rights.
The Healthy Workplaces, Healthy Families Act of 2014 (HWHFA) serves as California’s foundation for paid sick leave. Over the years, this act has been amended to provide increasingly comprehensive protections. The latest bills—SB 1105 and AB 2499—introduce pivotal changes that benefit both employees and their families.
Under the revised law, PSL can be used for “safe time” in situations involving domestic violence, sexual assault or stalking. Beginning in 2025, these rights are extended to employees who are subjected to broader “qualifying acts of violence.” These include scenarios involving threats that cause bodily harm, the use or brandishing of firearms or dangerous weapons and the use of force intended to inflict injury or death.
Additionally, employees can now use this leave not only for their own recovery and safety but also to assist family members affected by these acts of violence.
The legislation outlines several new circumstances in which employees may use PSL. Employees can take leave to seek legal protection, such as temporary restraining orders, or assist family members with such actions. The laws also permit leave to secure care, counseling or housing, whether temporary or permanent, for themselves or family members affected by violence. Other additions include attending legal proceedings and engaging in safety planning to prevent future harm.
These new provisions make clear that California PSL is not solely for physical recovery; it also allows employees to address the emotional, psychological and logistical challenges that may arise from violence or threat events.
Recognizing the vulnerabilities of outdoor workers, SB 1105 extends PSL to situations where employees need to avoid extreme smoke, heat or flooding due to local or state emergencies. Agricultural workers, in particular, will benefit from this clarification, allowing them to prioritize safety in hazardous conditions without risking their jobs.
These updates demonstrate a shift toward more inclusive and supportive PSL protections, enhancing employees’ ability to manage crises in their personal and family lives. By addressing needs related to recovery, relocation and preventive care, these laws reflect California’s intention to strengthen worker protections.
Nevertheless, navigating paid sick leave laws remains complex. Employees may encounter challenges when it comes to notifying employers, documenting their situations, or understanding which protections apply. This is where an experienced employment attorney becomes invaluable.
At Minnis & Smallets LLP, we assist Bay Area employees in navigating complicated employment issues. Employees who believe their workplace rights have been compromised should contact a lawyer. Our team provides personal attention and tailored legal strategies to help employees protect their rights. Call today to speak with an experienced attorney.
If you are looking for advice or representation, please contact us today using the form below and we will promptly respond to your inquiry.
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