Oakland is one of several California cities that have expanded the requirements for providing emergency paid sick leave. Oakland's ordinance went into effect on May 12, 2020 and expires on December 31, 2020.

Currently, Bay Area employers with 20 or more employees (located anywhere) are required to provide eligible San Francisco employees up to six weeks of supplemental compensation if they take time off to bond with a new child. Effective July 1, 2020, this requirement will increase to eight weeks of supplemental compensation.

San Jose, California has adopted an emergency ordinance that will require employers to provide paid sick leave to employees if they are exempt from the leave requirements under the federal FFCRA. The ordinance is in effect from April 7 through Dec. 31, 2020.

The California Supreme Court has ruled that employers must pay employees covered under California Wage Order 7 for the time they spend on the employer's premises waiting for, and undergoing, required exit searches.

 The California Department of Industrial Relations has announced an increase to the pay rates computer software employees and physicians must receive in order to be exempt from overtime. Additionally, the minimum salary required for the administrative, professional, and executive overtime exemptions will also increase. These new rates take effect on January 1, 2020.

California has enacted legislation (Assembly Bill 1223) that will expand the state's requirements for providing leave to employees for organ donation. Assembly Bill 1223 takes effect on January 1, 2020.

California has enacted legislation (Assembly Bill 1554) that will require employers to notify employees who participate in a flexible spending account of any deadline to withdraw funds before the end of the plan year. Assembly Bill 1554 takes effect Jan. 1, 2020.

California has enacted legislation (Assembly Bill 17) that will expand voting protections for employees. Assembly Bill 17 takes effect Jan. 1, 2020.