Staying ahead of shifting employment law is essential in 2025. From sweeping federal directives to localized state updates, workplaces must evolve to safeguard compliance and shield themselves from costly legal missteps. Here’s a clear, action-oriented breakdown of the most impactful changes affecting employers today.
Read MoreA new law makes it mandatory for all short term rental hosts, platforms, advertisers, owners, etc to disclose in an actual notice all extra charges or penalties that will apply to guests if they fail to complete all their end of stay chores. For owners, hosts, platforms, and advertisers, the penalty is huge because the violator can be fined up to $10,000.
Read MoreEmployers and employees should be aware that several California cities have recently increased their minimum wage on July 1, 2025. The state’s minimum wage increase applies to all employers regardless of its size and the number of people it employs. The state’s minimum wage is the least amount you may pay an employee for each hour of work. However, a city many set its own minimum wage that is higher than the state’s. In those cases, the higher minimum wage applies if you employ or work in a city with the higher minimum wage.
Read MoreDespite the fact that a referendum filed this past June has put this new proposed minimum wage increase on hold, employers need to be aware of what new potential rules they may have to follow. In addition, employees will need to be aware of what new rights and wages they may be entitled to. This is especially important because the potential increase in minimum wage for airport workers and large hotel workers will be significant. If the new minimum wage ordinances are implemented, workers in large hotels and airport workers in the City of Los Angeles will see their minimum wage increase significantly to $30/hour by 2028.
Read MoreIn a new guidance, the EEOC has shed some light on DEI-based policies and discrimination under the Civil Rights Act. The EEOC made clear that the employer is not allowed to treat its employees differently at all. Employees of all backgrounds should receive the same mentoring, training, and access to workplace networks. All employment actions taken by an employer must not be based in any way on an employee’s membership in a protected class.
