California workers will gain rights and protections in 2026 as new California employment laws take effect.
Changes run the gamut from a higher minimum wage to protected time off for victims of a violent crime, reflecting a broad update to California employment laws in 2026.
Here’s a synopsis of noteworthy California employment law changes by category:
Pay and other compensation
-
The annual minimum wage adjustment for inflation means a bump to
$16.90 an hour
, up from $16.50 this year. Certain industries, such as health care and fast food, as well as specific localities, have
higher minimum wage requirements
. This increase also affects exempt employees, who earn salaries and do not receive overtime pay. Under California employment laws in 2026, an exempt employee must earn at least
$70,304
a year. -
No more
“stay or pay” agreements
: As of Jan. 1, employers can no longer require workers who quit before a specified time span to pay a fee or penalty, subject to limited
exceptions
. Some employers framed the agreements as reimbursement for training costs, while critics said the arrangement restricted worker mobility and made it harder to leave harmful workplaces. -
Building upon equal pay laws,
SB 642
requires employers to share with applicants the good faith wage range for a specific position upon hire, not just an estimate of a pay scale. The bill also extends the time frame during which an employee can file a civil action alleging lower pay for substantially similar work.
Workplace rights
-
By Feb. 1, and annually thereafter, the
Workplace Know Your Rights Act
requires employers to provide written notice of employee rights, including workers’ compensation benefits, inspection notice requirements related to immigration agencies, protections against unfair immigration-related practices, the right to organize a union, and constitutional rights when interacting with law enforcement at work. Employees may also designate an emergency contact in the event of arrest or detention at work. -
AB 250
gives employees additional time to file sexual assault claims when they allege an employer cover-up. -
California employees may take up to eight weeks of paid family leave to care for a seriously ill family member.
SB 590
extends this benefit under California employment laws in 2026 to include a seriously ill “designated person,” meaning someone related by blood or with a family-like relationship. -
The right to take time off work without retaliation was
extended under AB 406
to cover leave related to a family member being the victim of a violent crime, including time needed for related judicial proceedings.
If you believe your employer has violated California employment laws in 2026 or otherwise mistreated you, do not wait in silence. Contact Keller Grover
here
for a free, confidential consultation. We can help you understand your rights, your options, and prudent steps to protect yourself or seek financial recovery. In more than 25 years litigating employment cases, Keller Grover has recovered billions for its clients.