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Sweeping changes to the California Family Rights Act (CFRA) will go into effect on January 1, 2021, separating CFRA further from its federal counterpart, the Family and Medical Leave Act (FMLA). Critically, starting January 1, 2021 CFRA will apply to employers with only 5 or more employees, such that even California employees of small employers may be eligible for CFRA leave and related protections. Other critical changes include the ability of employees to take leave to care for grandparents, grandchildren, siblings and domestic partners, in addition to parents, children and spouses, and the availability of leave for qualifying military exigencies.
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The year 2020 has been nothing less than a series of traumatic events for many. No one was prepared for the changes the year brought and the adjustments that were required as a result remote working and schooling, safe social distancing policies and procedures, mass layoffs and loss of business, and more. Given everything that has transpired this year, it is safe to say, we are all eager to say goodbye to 2020. As we enter 2021 however, there are a few things employers must keep in mind.
Remote Working Will Be The New Norm For Many
Key Points:
Numerous new California laws going into effect on January 1, 2021 (or earlier), will impact employers and employees.
The most significant laws include new obligations to report employee pay data, an expansion of protected leave under the California Family Rights Act, additional exemptions to California’s worker classification law and further requirements related to COVID-19 in the workplace.
Employers are reminded to carefully evaluate their policies and practices in order to comply with these new laws as they head into the New Year.
As the New Year approaches, California employers are reminded to review their practices to ensure compliance with numerous new California employment laws that will go into effect January 1, 2021 (or sooner as noted). The following is a summary of those laws.