New 2026 California Employment Laws Every Employer Should Know

Each January, a new wave of employment laws takes effect across California — and 2026 is no exception. Whether you’re managing a warehouse team, field crew, or restaurant staff, staying compliant means staying informed.

Here are some of the most important updates now in effect:

• Expanded Paid Sick Leave 
California law now requires employers to provide at least 5 days (40 hours) of paid sick leave, up from the previous 3-day minimum. Be sure your accrual policies and employee handbooks reflect this change.

• Workplace Violence Prevention Plans (SB 553) 
Employers must now implement a written workplace violence prevention plan (WVPP), provide training, and maintain a log of incidents. This law applies broadly and requires immediate attention.

• Cannabis Use Protections (AB 2188 & SB 700) 
Employers are now prohibited from discriminating against employees based on off-duty cannabis use and cannot rely on traditional marijuana testing methods in making employment decisions.

• Local Minimum Wage Updates 
Several California cities and counties raised their minimum wages effective January 1. Employers must comply with the highest applicable rate — not just the state minimum.

• Noncompete Agreements Are Unenforceable 
New laws reinforce that nearly all noncompete clauses are void in California — and employers must notify employees by February 14, 2026, if such clauses exist in their agreements.

Now is the time to update policies, train managers, and audit your compliance documents. Even small oversights can lead to big problems in the months ahead.

For help navigating these changes, reach out to Richard Arias at richard.arias@apdbla.com