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What New Employment Laws Go Into Effect in 2024?

What New Employment Laws Go Into Effect in 2024

There were no new statutory changes to federal employment law that will have a significant impact on workers starting in 2024. Still, many legal changes in California will go into effect. Many target specific workers and situations. You may find they’ll help you if your employer violates the law.

If you think they’re violating your legal rights, talk to a skilled MJB Law Group employment attorney who can help determine if you have legal protection. Don’t stay in the dark. Learn about your rights and how we can help you. Contact us for a FREE consultation at (949) 266-0880, or fill out our confidential contact form today.

We are committed to advocating for employee rights in Orange County and throughout California to ensure that employees are treated fairly and in compliance with federal and state laws. Whether your employer violated a law that went into effect decades ago or recently, we will protect your interests and rights and seek the compensation you deserve.

Laws That May Impact You and Your Employer in 2024

Here is a list of California laws going into effect in 2024.

A non-compete agreement could prevent you from working in the same industry for a given period in a particular geographic area. They have generally been unenforceable in California since 1872, but two statutory changes concern what employers can do with them:

Legal changes also involve workers who use marijuana. The state made its medical use legal in 1996 and recreational use twenty years later:

  • Unless you work in the building and construction trades, discrimination in hiring, termination, or terms and conditions of employment based on marijuana use while off hours, or the results of an employer-required drug screening that detected non-psychoactive cannabis is illegal 
  • It’s unlawful for an employer to do this unless it’s otherwise required by federal or state law 

Grocery workers got the legislature’s attention. Those employed by a grocery establishment, including a distribution center, have more rights when control of it changes (such as during a purchase or sale).

Laws that protect employees who complain of harassment or discrimination have added protection in 2024:

  • Sexual assault, harassment, or discrimination complaints and related communications can’t be used against you if you’re sued in a civil action, such as a defamation lawsuit by the person accused of wrongdoing
  • Employers will be presumed liable if there’s an employee or applicant claim of discrimination, retaliation, or some adverse action if it happens within 90 days of their protected conduct. Courts often find that the closeness in time between a discrimination complaint and an adverse employment action shows that illegal retaliation is more likely. Now that’s part of state statute. There will also be a civil penalty of up to $10,000 for each violation if the employer is found liable

Improving the pay levels of fast food workers was the subject of effective public relations and legislative efforts. A Fast Food Council will recommend new standards for the industry.  Effective April 1, the minimum wage for those working for a national fast food chain will be $20 per hour (the statewide minimum wage will be $16 per hour).

Starting next year, paid leave hours covered by state law will improve:

  • The number of job-protected paid leave hours that employees can receive and use each year increases to five days or 40 hours
  • Provides for a leave of absence due to a reproductive loss event, including for the final day of a failed adoption, miscarriage, stillbirth, failed surrogacy, or unsuccessful assisted reproduction of between five and 20 days during a 12-month period

If, during 2024, you think your employer is violating one of these laws and it’s impacted you at work, call us.

Contact a Tustin Employment Law Attorney

If your employer violated your rights, talk to an experienced employment law lawyer at MJB Law Group. We will explain your rights, examine your case’s strengths, and fight for your future. Call us today at (949) 266-0880 or complete our confidential contact form to schedule a FREE consultation and case evaluation to discuss your options.

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