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Oct 7, 2021 · It amends California Code of Civil Procedure Section 1001 and the California Fair Employment and Housing Act (FEHA) and imposes significant new restrictions on severance and settlement agreements. On October 7, 2021, California Governor Gavin Newsom signed Senate Bill (SB) No. 331 into law.
Jan 1, 2022 · For separation and severance agreements, the new law requires employers to notify the employee that they have at least five days to consider the agreement. The employee may sign the agreement prior to the expiration of this five-day period.
Oct 26, 2021 · On October 7, 2021, Governor Newsom signed SB 331 to place additional restrictions on employers offering severance agreements and settling employment claims alleging harassment, discrimination or retaliation based on purported violations of the Fair Employment and Housing Act (“FEHA”).
Feb 1, 2024 · While no mandate requires employers to provide severance under California law, SB 331, signed into law in October 2021, introduced important provisions: Time to Review: You have a minimum of five days to review the severance agreement. Consulting with an Attorney: Workers or former employees have the right to consult with an attorney.
4 days ago · Governor Newsom recently approved several employment bills that will significantly impact the rights of employees in California starting on January 1, 2025. DWT recommends that employers take note of these new laws and get ahead of the game by reviewing their employee handbooks, personnel policies, and employment contracts before the end of the ...
Oct 31, 2023 · In addition, by February 14, 2024, California employers and non-California employers with California employees must notify current and former employees (defined as those employed after January 1, 2022) in writing that previously executed agreements covered by the new law are now void.
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What changes are coming to California's employment law?
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Notwithstanding existing laws on the subject, on September 1, 2023, Governor Newsom signed SB 699. Specifically, SB 699 prevents employers from enforcing contracts that are void under California Business and Professions Code section 16600, regardless of whether the contracts were signed outside of California.
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