In a recent California appellate decision, Kruitbosch v. Bakersfield Recovery Services, Inc., the court addressed critical questions about employer liability for alleged coworker harassment that occurs outside the workplace, as well as the impact of an employer’s response to such complaints. While off-site conduct by coworkers may not always be imputable to the employer under California’s Fair Employment and Housing Act (“FEHA”), the California appellate court found that an employer’s allegedly inadequate or mocking response to a harassment complaint could itself create a hostile work environment and support a claim.



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The minimum hourly wage increases to $16.90 per hour on January 1, 2026, the minimum exempt annual salary will increase to $70,304.

Remember, in addition to meeting a duties test, the administrative, professional, and executive exemptions require that the exempt employee earn two times the State’s minimum wage (multiplied by 2080 hours/year) on a salaried basis. 

Industry-Specific Wages

Certain businesses are subject to industry-specific state minimum wage and salary requirements. Fast food workers at limited-service restaurants that are part of chains with over 60 locations nationally saw a state minimum wage increase to $20.00/hour as of April 1, 2024. The Fast Food Council, which is responsible for adjusting the fast food minimum wage, has not, as of now, announced a further increase.

For healthcare workers covered by the Healthcare Minimum Wage law, minimum wage currently ranges from $18.63/hour to $24/hour, depending on the facility type, with set future increase

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Terminating an employee is arguably one of the most sensitive and challenging aspects of managing a business. For employers in California, the process is more complex due to the state’s stringent labor laws and regulations. Mishandling terminations can lead to legal disputes, disrupt workplace morale, and damage a company’s reputation.  

This guide provides HR professionals and California employers with actionable best practices for navigating employee terminations while remaining compliant, respectful, and lawful.

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California Agency Issues Guidance

on Leaves for Victims of Violence

The California Civil Rights Department (CRD) recently rolled out its latest guidance and model notice for employees who are victims of violence or abuse and wish to take time off under law that was amended effective January 1, 2025. The guidance, which the CRD released earlier this month, is designed to ensure that employees understand the rights they are entitled to under AB 2499 that California Governor Gavin Newsom signed into law last year. AB 2499 expanded the scope of existing provisions regarding jury, court, and victim time off, and paid sick leave.

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