News & Celebrations: California Employment Law Updates (Summer 2025 Edition) + SuperLaywer Recognition
We hope you are finding some time for rest and relaxation this summer. As we progress through the month of July, we wanted to send a brief review of recent legal developments that will impact California employers.
California Appellate Court OKs Use of Prospective Meal Break Waivers for Short Shifts
In a ruling favorable to employers, a California Appellate Court held that prospective written meal break waivers for non-exempt employee work shifts between five and six hours are valid as long as they are revocable and not coerced.
In La Kimba Bradsbery et al. v. Vicar Operating, Inc., the Court analyzed the legislative and administrative histories of Labor Code section 512 and relevant IWC wage orders at issue in the case. It concluded that these histories were consistent with such waivers, and in upholding their use, also found that there was no indication of unfair bargaining power, coercion, or unconscionability in this case. Takeaways for employers wishing to use prospective meal break waivers in light of this ruling include that the waivers should:
Be a written standalone document;
Expressly state that the waiver is made knowingly and voluntarily; and
Expressly state that the waiver is revocable and explain how an employee can revoke it.
Employers should carefully evaluate the circumstances under which prospective meal break waivers are presented to employees in light of prohibitions on coercion and unconscionability. For example, an employer cannot condition a worker’s job upon signing a 6-hour meal break waiver. Additionally, employers should retain records of any waivers that have been presented to, signed by, or revoked by employees, along with any corresponding dates. Feel free to reach out to us with any questions regarding how to draft or implement such waivers for your employees in compliance with these standards.
Also, remember that for shifts over 6 hours, an employer must relieve a non-exempt employee of all duties for a 30-minute meal break, which should be recorded on the employee’s time sheet.
Minimum Wage Updates for July 1, 2025
A number of cities throughout California are raising their minimum wage rates in July, with many new rates taking effect as of July 1, 2025. These cities and their updated minimum wage amounts include:
Alameda: $17.46
Berkeley: $19.18
Emeryville: $19.90
Fremont: $17.75
Los Angeles City: $17.87
Los Angeles County: $17.81
Milpitas: $18.20
Pasadena: $18.04
San Francisco: $19.18
Santa Monica: $17.81
You can find a full list of updated minimum wage increases for California cities and counties at the UC Berkeley Labor Center. If you have employees performing work in these jurisdictions, be sure to make the appropriate payroll adjustments and issue updated Labor Code section 2810.5 notices to non-exempt staff reflecting the applicable rates of pay. Additionally, remember to post updated minimum wage rate notices as required.
If your workers perform work in multiple jurisdictions, book a call with us to discuss which minimum wage laws apply to your business or organization.
New Guidance & Model Notice Regarding Leave for Employees Impacted by Violence
As noted in a previous email alert, AB 2499 became effective this year and provides greater protections for employees who need to take job-protected leave due to their or a family member’s status as victims of qualifying acts of violence, or due to other court proceedings.
The California Civil Rights Department recently issued new guidance for implementing such leave, as well as a model notice that employers can use or modify to comply with the requirement that they make employees aware of these protections. The notice must be provided at the time of hire, annually to all employees, upon request, or any time an employee discloses their or their qualifying family member’s status as a victim to the employer. Additional background regarding these new leave requirements can be found here.
If you have any questions about these new developments, feel free to reach out to us at wilder@clementsemploymentlaw.com. We will be in touch as the fall season approaches with updates regarding new court decisions and employment-related legislation that may go into effect in 2026!
I am proud to announce that I was selected to the 2025 Northern California Super Lawyers list in Labor & Employment law.
I am so grateful to the clients, colleagues, referral partners, and mentors who have placed their trust in me. Thank you. As a labor and employment attorney in California, I witness firsthand the profound impact this complex area of law has on the lives of workers and the success of businesses and nonprofit organizations. I am proud to be a small part of building more resilient and inclusive workplaces.
Starting my own practice was an entrepreneurial and values-driven dream come true. I come from a long line of “hang-your-own-shingle” lawyers: I’m the 4th generation small firm lawyer in my family, with my great-grandfather taking over a small practice in rural Nebraska in 1927, after having passed the Bar (law school enrollment was not required). That practice continues to benefit community members today.
It’s not easy, managing a business, attending to my clients’ needs, and showing up authentically as an out trans/nonbinary attorney, but the rewards are substantial.