California Employment Law Blog

Workplace immigration enforcement activity can put everyone on edge, even employees who never expect to face document questions. Confusion spreads quickly when someone says ICE is outside, when an employer announces an I-9 audit, or when managers start asking workers to answer questions immediately. California law imposes specific limits on how employers respond to worksite…

Immigration-related threats at work often show up at the same time as unpaid wages, harassment complaints, or safety concerns. A supervisor hints they will call ICE, a manager says someone “should be careful” about their paperwork, or the company suddenly brings up immigration status right after a complaint. California law treats that pattern seriously. Employers…

California workers face rising risks as extreme heat becomes more common. Outdoor laborers, warehouse staff, agricultural workers, and delivery drivers often bear the brunt of dangerous conditions. State regulations require employers to provide protections such as water, shade, rest periods, and reasonable work pacing. When workers speak up about unsafe heat conditions, the law protects…

Technology now plays a quiet but powerful role in hiring, discipline, and termination decisions across California workplaces. Employers increasingly rely on automated systems to screen applicants, rank candidates, evaluate performance, and flag workers for discipline or termination. While these tools promise efficiency, they also raise serious concerns about fairness, transparency, and discrimination. If an algorithm…

California has adopted a significant change to employment law that will reshape how employers handle training and onboarding costs. Beginning January 1, 2026, a new statute eliminates most “stay or pay” training repayment contracts that have kept workers locked in jobs by threatening heavy debt if they leave. These agreements, often described as Training Repayment…

A recent California Court of Appeals decision clarifies what employees must prove to establish age discrimination in disputes over retirement and benefit formulas. The case involved a public employer accused of using a disability retirement formula that allegedly disadvantaged older workers who joined the system later in their careers. While the employees brought claims under…

You do not lose your day in court just because a company hands you an arbitration form. A newly published California Court of Appeal opinion shows courts will strike one-sided agreements that tilt the playing field against workers. You can use this decision to challenge paperwork that funnels your claims into private hearings while leaving…

California just added a powerful tool to help you understand and exercise your workplace rights. The Workplace Know Your Rights Act, also known as SB 294, requires employers to give every employee a clear, stand-alone rights notice each year and at hire. You can use these notices to spot violations sooner, document problems in real…

A critical July 2025 decision from the California Court of Appeals clarifies when employees can recover attorney’s fees for whistleblower retaliation claims. In Lampkin v. County of Los Angeles, the court ruled that proving retaliation alone does not entitle an employee to legal cost recovery under Labor Code section 1102.5 if no relief was granted. This outcome…

You do not need to bring personal wage claims to pursue civil penalties under California’s Private Attorneys General Act (PAGA). A recent decision from the California Court of Appeals confirmed that an employee may drop individual Labor Code violations and still move forward with a representative PAGA action. This clarification affects how workers like you…