Employee handbook requirements in California (2026)

Q: Does California require employers to have an employee handbook?

No U.S. state requires an employee handbook outright. But California requires that a number of employment policies be provided to employees in writing, and a handbook is the standard, defensible way to do that. This page is informational only and is not legal advice.

Q: What does a California employee handbook need to include?

A compliant handbook layers California-specific policies on top of the federal baseline (equal-opportunity, at-will, leave, anti-harassment, pay practices and more). The California-specific items are listed on this page; the exact set depends on your headcount, industry, and the localities you operate in.

Q: How do I create a compliant California handbook?

Pacta's handbook generator builds a federal base plus a California state addendum tailored to your company, then returns a formatted draft you can edit. Every draft must be reviewed by qualified employment counsel before you distribute it to employees.

A compliant California employee handbook layers California-specific policies on top of the federal baseline. California is one of the more demanding states for employers, with significant state-law obligations beyond the federal floor. Below are the 55 California-specific requirements in our library, plus the federal baseline that also applies.

High-obligation state 55 California-specific items 110 federal baseline items

California-specific handbook requirements

Policies driven by California state law that a handbook should address.

EEO — California Expanded Protected Classes EEO / Protected Classes

CA FEHA adds: ancestry, marital status, medical condition, reproductive health decision-making, sex stereotyping, gender identity/expression, gender (separate from sex), sexual orientation, domestic partner status.

Authority: CA Fair Employment and Housing Act (FEHA), CA Gov't Code §§ 12900-12996; AB 2188 (cannabis use, eff. Jan 1, 2024); AB 2499 (crime victim leave expansion)

Abusive Conduct / Workplace Bullying (CA) Harassment

CA requires policy addressing abusive conduct (AB 2053). Malicious conduct a reasonable person would find hostile or offensive unrelated to legitimate business interest.

Authority: Healthy Workplace Healthy Family Act of 2014, CA Health & Safety Code § 6720 et seq. (abusive conduct / bullying prevention); CA Gov't Code § 12950.1 (training curriculum); CA AB 2053 (2014)

FEHA Disability Accommodation (CA) Accommodation (Disability)

CA FEHA covers employers with 5+ employees; broader definition of disability than ADA (limits major life activity OR is perceived to limit); lower threshold than federal.

Authority: CA Gov't Code §§ 12940(m), 12940(n) (FEHA disability accommodation and interactive process); 2 CCR §§ 11064-11070 (DFEH regulations)

Lactation Accommodation — California Lactation / Nursing Mothers

Detailed CA requirements beyond federal: 5-day response time; written denial required; must have sink + refrigerator + electricity + surface for pump; employee can file complaint with CA Labor Commissioner.

Authority: CA Labor Code §§ 1030-1033 (lactation accommodation); SB 142 (2019); DLSE lactation accommodation regulations; CA Health & Safety Code § 123360 (lactation room standards)

California Pregnancy Disability Leave (PDL) Pregnancy / Parental Leave

Up to 4 months of leave for disability related to pregnancy/childbirth/related medical conditions. Runs concurrent with FMLA but NOT with CFRA. Employer maintains health benefits during leave.

Authority: CA Gov't Code § 12945 (CA PDL); CA FEHA; 2 CCR §§ 11035-11042 (PDL regulations); CA Government Code § 12945.6 (bereavement for reproductive loss)

CA Itemized Wage Statement Requirements (§226) Pay / Payroll

CA Labor Code §226 requires 12 specific data elements on every paystub: gross wages earned; total hours worked; all deductions; pay period dates; employee name + last 4 SSN; employer legal name and address; applicable rates + hours per rate; piece-rate units; accrued PSL balance.

Authority: CA Labor Code § 226 (itemized wage statements); DLSE Wage and Hour Guidelines; CA Labor Code § 226(e) (penalties)

CA Wage Theft Protection Act Hire Notice (§2810.5) Required Pay / Payroll

Written notice at hire of: rate(s) of pay; OT rate; pay basis (hourly/salary/commission/piece); payday; employer name/address; workers' comp carrier.

Authority: CA Labor Code § 2810.5 (Wage Theft Prevention Act hire notice); CA DLSE (eff. Jan 1, 2012)

California Final Pay Pay / Payroll

Involuntary termination: all wages (including accrued vacation) due immediately at time of termination. Voluntary with 72+ hours notice: due at separation. Voluntary without 72-hr notice: within 72 hours.

Authority: CA Labor Code §§ 201 (involuntary termination — immediate), 202 (voluntary quit — 72 hrs), 203 (waiting time penalties); DLSE guidance; Stratton v. Beck (Cal. App. 2018)

California Daily Overtime Overtime

Daily OT: 1.5× for hours 8-12 in a day; 2× for hours over 12 in a day. Seventh consecutive day: 1.5× for first 8 hours; 2× for hours over 8.

Authority: CA Labor Code §§ 510 (daily/weekly overtime), 511 (alternative workweek schedule); IWC Wage Order 4-2001 § 3; Hernandez v. Pacific Bell Telephone Co. (2018)

CA Meal Period Certification (Timekeeping) Timekeeping

CA non-exempt employees must clock out for each meal period and record start/end. Employer assumes properly provided meal period based on time records unless employee notifies otherwise.

Authority: CA Labor Code § 226.7 (on-duty meal period premium); IWC Wage Order 4-2001 § 11(D) (on-duty meal agreement)

California Meal Periods Meal / Rest Breaks

30-min unpaid off-duty meal period required: first by end of 5th hour; second by end of 10th hour. Waivers available for shifts ≤ 6 hrs (first meal) or ≤ 12 hrs (second meal only if first not waived).

Authority: CA Labor Code §§ 512, 226.7; IWC Wage Order 4-2001 §§ 11, 12 (meal period duty to provide); Brinker Restaurant Corp. v. Superior Court (2012) 53 Cal.4th 1004; Donohue v. AMN Services, LLC (2021) 11 Cal.5th 58

California Rest Breaks Meal / Rest Breaks

10-minute paid duty-free rest break for each 4-hour work period (or major portion). Threshold: 3.5 hrs shifts get one break. Schedule: 1 break for 3.5-6 hrs; 2 breaks for 6+ hrs; 3 breaks for 10+ hrs.

Authority: CA IWC Wage Order 4-2001 § 12 (rest breaks); CA Labor Code § 226.7 (premium pay); Murphy v. Kenneth Cole Productions, Inc. (2007) 40 Cal.4th 1094; DLSE rest break guidance

CA Reporting Time Pay Meal / Rest Breaks

When employee required to report to work and assignment is canceled or shortened: minimum 2 hours of pay OR half the scheduled shift (whichever is less). Exceptions: utility failure; civil authority direction; natural disaster.

Authority: IWC Wage Orders § 5 (minimum call-in); CA Labor Code (reporting time pay); DLSE OL 1993; Aleman v. Airtouch Cellular (2012)

CA Split-Shift Pay Premium Meal / Rest Breaks

When work schedule is interrupted by an unpaid non-working period of more than 60 minutes: employee entitled to 1 additional hour of pay at minimum wage rate (if total wages don't already exceed min wage + 1 hr).

Authority: IWC Wage Order 4-2001 §§ 4(C), 10 (split shift premium); CA DLSE split shift guidance

CA Day of Rest Meal / Rest Breaks

Employees must receive at least one day of rest in every workweek (7 consecutive days). Exception: employees working 30 hrs or fewer per week and no more than 6 hrs per day are exempt.

Authority: CA Labor Code §§ 551, 552 (day of rest); Mendoza v. Nordstrom, Inc. (9th Cir. 2015); CA Supreme Court answer re. 7-day workweek (2017)

CA Heat Illness Prevention / Outdoor Cool-Down Rest Meal / Rest Breaks

Outdoor workers must be provided: shade/cool-down area; access to cool drinking water (1 qt/hr); encouraged to take 5-min preventive cool-down rest in shade when needed (in addition to regular breaks); paid.

Authority: CA Labor Code § 6720 (heat illness); 8 CCR § 3395 (Heat Illness Prevention Standard, eff. 2005, last amended 2015); CA SB 1167 (indoor heat, eff. 2019)

CA Travel Time Pay Meal / Rest Breaks

Time spent traveling between worksites during the workday is compensable. Commute from home to first worksite and home from last worksite is not compensable.

Authority: CA Labor Code § 2750.8 (travel time); IWC Wage Order 4-2001 § 5; Morales v. 22nd Dist. Agricultural Ass'n (2016); DLSE travel time guidance

California Paid Sick Leave (SB 616 — 2024) Paid Sick Leave

California SB 616 (effective January 1, 2024) expanded paid sick leave to: accrual of 1 hour per 30 hours worked; annual accrual cap of 80 hours (raised from 48); annual USE entitlement of 40 hours OR 5 days, whichever is greater; employers may frontload at least 24 hours by the 120th calendar day or 40 hours at the start of each year. Applies to virtually all employees including temporary and part-time.

Authority: CA Labor Code §§ 245.5-249 (Healthy Workplaces Healthy Families Act 2014, as amended by SB 616 eff. Jan 1, 2024); CA DLSE guidance

California Family Rights Act (CFRA) FMLA / Family Leave

12 weeks unpaid leave per 12-month period; runs CONCURRENTLY with FMLA where applicable EXCEPT pregnancy disability (PDL covers that separately for CFRA purposes). Expanded family definition vs. FMLA.

Authority: CA Gov't Code § 12945.2 (California Family Rights Act / CFRA); 2 CCR § 11087 et seq.; AB 1164 (2021, expanded CFRA); CA DFEH CFRA regulations

CA Military Spouse Leave Military Leave

Up to 10 days of unpaid leave for qualifying employees when military spouse/RDP is on leave from deployment (not returning from — on leave from deployment).

Authority: CA Military and Veterans Code § 395.10 (military spouse leave, eff. 2003, amended 2019); CA DLSE military leave guidance

California Voting Leave Voting Leave

Up to 2 hours of paid time off to vote if employee does not have sufficient time outside working hours to vote. Must be taken at beginning or end of shift. 2-working-day advance notice required.

Authority: CA Elections Code § 14000 (voting leave — up to 2 hrs paid if insufficient off-duty time); CA Sec. of State Elections Division guidance

California Bereavement Leave (AB 1949 — 2023) Bereavement

Up to 5 days of unpaid bereavement leave upon death of covered family member. Available after 30 days of employment. Must be taken within 3 months of death. May use accrued PTO/PSL.

Authority: CA Labor Code § 12945.7 (AB 1949, eff. Jan 1, 2023); CA Civil Rights Dept (CCRD); CA Labor Code § 12945.8 (expanded per AB 2499 eff. Jan 1, 2025 — victim leave bereavement)

California Marijuana Policy (Impairment Standard) Drug-Free / Alcohol

California employers cannot discipline employees for lawful off-duty marijuana use; random drug testing of non-safety-sensitive employees is restricted; standard must be impairment-based not trace/metabolite-based.

Authority: CA Gov't Code § 12954 (AB 2188, eff. Jan 1, 2024 — cannabis protections); CA FEHA; CA Labor Code § 98.6 (retaliation); CA Health & Safety Code § 11362.785

CA Workers' Compensation — Additional Requirements Safety / Workers' Comp

CA-specific: DWC-1 claim form must be provided within 1 working day of notice; employer must authorize up to $10,000 in medical treatment while claim is pending; no retaliation (Labor Code §132a).

Authority: CA Labor Code §§ 3200-6002 (CA Workers' Compensation Insurance and Safety Act); CA Labor Code § 3602 (co-employer liability); CA Labor Code § 5412 (date of injury for cumulative trauma); CA DWC

CA Pay Transparency (SB 1162 — 2023) Pay Transparency

Employers 15+: must include pay scale in job postings; must provide pay scale to employees upon request; must maintain job title and wage rate records for 3 years post-employment.

Authority: CA Labor Code § 432.3 (SB 1162, eff. Jan 1, 2023); CA DFEH (CCRD) guidance; CA Code of Regulations pay equity regulations

CA Remote Work Expense Reimbursement Remote Work

CA Labor Code §2802: all necessary business expenses must be reimbursed including portion of home internet/cell phone for required remote work; cannot make mandatory for employee.

Authority: CA Labor Code § 2802 (mandatory expense reimbursement); Gattuso v. Harte-Hanks Direct Marketing (2007) 42 Cal.4th 554; DLSE guidance on cell phone reimbursement

CA Expense Reimbursement (Mandatory — §2802) Expense Reimbursement

CA Labor Code §2802: all necessary expenditures incurred by employee in performing work must be reimbursed. Non-waivable. Overrides any agreement making reimbursement contingent on client payment.

Authority: CA Labor Code § 2802 (mandatory indemnification for all necessary business expenditures); Cochran v. Schwan's Home Services (2014) 228 Cal.App.4th 1137 (cell phone reimbursement); DLSE OL 2006-01

Ban the Box / Fair Chance Hiring (CA AB 1008) Hiring / Onboarding

CA employers 5+ cannot inquire into conviction history until after conditional offer of employment. Must conduct individualized assessment. Written notice of adverse action.

Authority: CA Gov't Code § 12952 (Fair Chance Act / AB 1008, eff. Jan 1, 2018); EEOC Enforcement Guidance on Criminal Records (2012); FCRA, 15 U.S.C. § 1681b (background check)

CA Sexual Harassment Training Requirement Harassment

Employers 5+: all employees must receive 1 hr sexual harassment prevention training; supervisors must receive 2 hrs. Within 6 months of hire; every 2 years thereafter.

Authority: CA Gov't Code § 12950.1(g)(1)-(2) (mandatory sexual harassment prevention training — SB 1343 eff. Jan 1, 2019); DFEH AB 1825 / SB 1343 training requirements; CA SB 778 (2019)

Travel Worker Stipends and Guaranteed Hours Benefits

Travel healthcare workers receive tax-advantaged stipends for housing/meals/travel in lieu of traditional PTO accrual; guaranteed hours provision; low census pay.

Authority: No specific statute; NLRA § 7 (guaranteed hours in assignment letter is contractual); travel healthcare industry standards

CA Staffing Final Pay — Assignment Completion Rules Separation / Final Pay

If staffing company explicitly refuses to place on future assignments: pay immediately. If assignment merely completes: pay by next regularly scheduled payday of following workweek. Employee still employed between assignments.

Authority: CA Labor Code §§ 201 (immediate pay), 202, 203; CA DLSE staffing guidance; Stratton v. Beck (2018); CA Labor Code § 204.1 (commission pay)

Low Census / Guaranteed Hours (Travel Healthcare) FMLA / Family Leave

Travel workers subject to low-census call-offs; contract specifies minimum guaranteed hours; compensation for low-census calls beyond contracted limit.

Authority: NLRA § 7; travel healthcare assignment contract doctrine; no specific statute

CA Wage Statement for Remote Workers Remote Work

Remote workers working in CA are subject to all CA wage/hour requirements regardless of employer's home state; CA itemized wage statement, CA PSL, CA OT, CA expense reimbursement all apply.

Authority: CA Labor Code § 226 (wage statement); DLSE remote worker guidance; CA IWC Wage Order 4-2001

CA Employer Assumption Rule (Meal Periods) Meal / Rest Breaks

When employee's time records show timely 30-min meal periods were provided, employer is entitled to assume periods were properly taken unless employee provides written notice of problem. Employer will pay premium if reported.

Authority: CA Labor Code § 512 (provide, not ensure); Brinker Restaurant Corp. v. Superior Court (2012) 53 Cal.4th 1004; Donohue v. AMN Services, LLC (2021) 11 Cal.5th 58

California Jury Duty Leave (Anti-Retaliation) Jury Duty Leave

CA Labor Code §230: employer may not discharge or threaten employee for jury service. No CA statute mandates pay. Employer policy controls whether paid. Common practice: 3–5 days paid.

Authority: CA Code of Civil Procedure § 230 (jury duty leave — anti-retaliation); CA Labor Code § 230(b) (discharge prohibition); CA Civ. Proc. § 215 (juror daily pay obligation for employers)

CA Victims of Crime Leave (4 Types) Leave Policies

CA provides 4 separate overlapping leave protections: (1) time off to appear at judicial proceedings for crime against employee; (2) right to be present/testify/give statement at any proceeding; (3) DV/SA/stalking leave for medical/legal/safety/relocation needs (certifiable); (4) general crime victim medical/legal leave. All prohibit retaliation.

Authority: CA Labor Code § 230.5 (victims of crime / domestic violence leave — 4 categories: medical, restraining order, safety planning, legal proceedings); CA AB 2499 (eff. Jan 1, 2025 — expanded eligible victims)

CA Organ and Bone Marrow Donor Leave Leave Policies

CA requires: up to 5 business days paid leave for bone marrow donation; up to 30 business days paid leave for organ donation; plus up to 30 additional business days unpaid after paid leave exhausted. 90-day service threshold. Does not automatically run concurrent with CFRA.

Authority: CA Labor Code §§ 1510-1515 (organ/bone marrow donor leave — up to 30 days organ / 5 days bone marrow); CA AB 1194

CA Emergency / Civil Air Patrol / Parent School Activity Leave Leave Policies

CA provides three additional minor leave types: (1) Emergency rescue personnel leave (volunteer fire/emergency/disaster service) — no cap; (2) Civil Air Patrol leave — up to 10 days/year; (3) Parent school activity participation — up to 8 hrs per school activity; 40 hrs/year total; advance notice required.

Authority: CA Labor Code § 230.3 (volunteer firefighter / emergency rescue); CA Labor Code § 230.4 (Civil Air Patrol leave — up to 10 days/yr); CA Labor Code § 230.8 (school activity / emergency leave, eff. Jan 2025 update)

CA Non-Compete Prohibition (SB 699 — 2024) Confidentiality

CA Business & Professions Code §16600 voids non-compete agreements. SB 699 (eff. Jan 1 2024): employer cannot require CA employees to sign non-competes as condition of employment; cannot enforce even if agreement signed in another state; employee may sue for damages + attorney's fees + injunctive relief.

Authority: CA Bus. & Prof. Code §§ 16600, 16600.5 (non-compete void — SB 699 eff. Jan 1, 2024); Edwards v. Arthur Andersen LLP (2008) 44 Cal.4th 937; CA Labor Code § 925 (choice of law restrictions)

California WARN Act (Cal-WARN — 60-Day Notice) Separation / Final Pay

Cal-WARN: 60-day advance written notice before layoff/termination/relocation of 50+ employees at a single covered establishment. Broader than federal: covers employers 75+ (vs. federal 100+); no 33% workforce threshold; relocation >100 miles = covered.

Authority: CA WARN Act, CA Labor Code §§ 1400-1408 (lower threshold — 75 workers; no relocation exception); CA EDD WARN notice requirements

CA Workplace Violence Prevention Plan (SB 553 — eff. July 2024) Safety / Workers' Comp

All CA employers (except healthcare under separate Cal/OSHA standard) must establish and maintain written Workplace Violence Prevention Plan (WVPP) effective July 1 2024. Train all employees. Maintain violent incident log (5-year retention). Conduct annual review.

Authority: CA Labor Code § 6401.9 (CA Workplace Violence Prevention Plan / WVPP, SB 553, eff. July 1, 2024); Cal/OSHA 8 CCR § 3342 (injury and illness prevention regulations)

CA Voluntary Waiting Time (Day Labor / Dispatch Operations) Meal / Rest Breaks

CA day-labor: employees waiting voluntarily at employer's branch or dispatch location are NOT engaged to wait — time is not compensable — IF: waiting is not required; employee may leave without adverse consequence; employer posts written notice of right to leave and return later.

Authority: CA Labor Code § 2810.5 (hire notice); CA DLSE dispatch guidance; Morales v. 22nd Dist. Agricultural Ass'n (2016) 1 Cal.App.5th 504

CA Personnel File Inspection Rights (Labor Code §1198.5) Employee Records

CA Labor Code §1198.5: employer must allow inspection/copy of personnel file within 30 days of written request. Employee may add rebuttal to disputed documents. Former employees have same right. $750 civil penalty per violation.

Authority: CA Labor Code § 1198.5 (personnel file inspection — 30 days, 2x/yr); CA Labor Code § 432 (right to copy documents signed as condition of employment); DLSE guidance

California State Disability Insurance / Paid Family Leave (CA SDI/PFL) FMLA / Family Leave

California SDI provides wage replacement for own disability (including pregnancy). CA Paid Family Leave (PFL) provides 8 weeks of wage replacement for bonding or family care. As of January 1, 2025, wage replacement rate is 70% for wages below 70% of state AWW and 60% for wages above; 2025 weekly max ~$1,681. No employer size threshold. Funded entirely by employee contributions (SDI withholding); no employer premium. Job protection under CFRA/FMLA is separate.

Authority: CA Unemployment Insurance Code §§ 140-147 (SDI / State Disability Insurance); §§ 3300-3306 (PFL / Paid Family Leave); CA EDD; SB 951 (2022 — 70-90% wage replacement eff. Jan 1, 2025)

California Reproductive Loss Leave (AB 1949 — Expanded Bereavement) Bereavement

California AB 1949 (effective January 1, 2024) requires employers with 5+ employees to provide up to 5 days of leave for qualifying reproductive loss events. Covered events: failed adoption, failed surrogacy, miscarriage, stillbirth, and unsuccessful assisted reproduction (e.g., IVF failure). Leave may be unpaid unless employee elects to use accrued paid leave. Must be completed within 3 months of the event. The 5 days need not be consecutive.

Authority: CA Labor Code § 12945.6 (CA Reproductive Loss Leave Act — AB 1949, eff. Jan 1, 2023; expanded eff. Jan 1, 2024); CA Civil Rights Dept (CCRD)

CA Pay Scale Disclosure (SB 1162) Required Pay Transparency Notice

California employers with 15+ employees must include the pay scale in job postings and provide the pay scale to an applicant on reasonable request and to a current employee for their position on request.

Authority: CA Labor Code 432.3 (SB 1162)

CA Wage Theft Prevention Act Notice (Labor Code 2810.5) Required Pay Transparency Notice

California requires non-exempt employees to receive the DLSE 'Notice to Employee' at the time of hire, stating pay rate, payday, employer identity, and related information.

Authority: CA Labor Code 2810.5; DLSE Notice to Employee

California PAGA — Individual Arbitration Required Arbitration Agreement

For California employees, any individual PAGA claim is subject to arbitration; representative PAGA claims on behalf of others are handled consistent with controlling California and U.S. Supreme Court authority. Surfaces only for California.

Authority: CA Labor Code 2698 et seq. (PAGA); Viking River Cruises v. Moriana (2022); Adolph v. Uber (2023)

City & local rules in California

Local ordinances that add requirements on top of California state law.

SF Lactation at Work Ordinance (LWO) SF

SF ordinance applies to employees performing 56+ hours/calendar year in SF. 5-business-day response; written denial required; walking time to lactation location doesn't count as break time.

Authority: San Francisco Administrative Code § 49 (SF Lactation in the Workplace Ordinance); eff. Jan 1, 2018

SF Paid Sick Leave SF

SF ordinance: 1 hr per 30 hrs; 72-hr cap (small employers <10); 72-hr cap (large employers); effective from date of hire; use from 90th day.

Authority: San Francisco Administrative Code §§ 12W et seq. (Paid Sick Leave Ordinance, eff. 2007); Prop H (2024 amendment)

San Francisco Paid Parental Leave (PPLO) SF

SF ordinance: employer must supplement CA PFL to bring total to 100% of employee's weekly wages during CA PFL period (up to 8 weeks). Eligibility: 180-day service + 8 hrs/wk in SF + 40%+ total hours in SF.

Authority: San Francisco Administrative Code § 12Z (Paid Parental Leave Ordinance / PPLO); SF OLSE; eff. Jan 1, 2017

SF Public Health Emergency Leave (PHEL) SF

80 hours of additional paid leave for FT employees during declared public health emergency; prorated for part-time; in addition to other PSL; runs concurrent with other supplemental pandemic leave laws to extent permitted.

Authority: San Francisco Administrative Code § 12W.2.5 (Public Health Emergency Leave / PHEL); eff. 2021 (COVID); SF OLSE

Los Angeles Minimum Wage Ordinance (PSL Component) Los Angeles

1 hr per 30 hrs worked; 48-hr annual use cap; 72-hr annual accrual maximum; 72-hr total rollover; 90-day waiting period. Applies to employees who work at least 2 hours per week in LA. Employers 26+ employees: paid; employers 25 or fewer: different schedule.

Authority: Los Angeles Municipal Code §§ 187.00-187.14 (Minimum Wage Ordinance, eff. July 1, 2016; PSL component eff. 2016); LA Office of Wage Standards

San Francisco Formula Retail Employee Rights Ordinances (eff. 2015) SF

SF's predictive scheduling law applies to formula retail establishments (40+ worldwide locations with standardized appearance) with 20+ SF employees. Requires: 2-week advance written schedule; premium pay for schedule changes; right of first refusal for additional hours (internal posting before hiring); access to hours before new hires.

Authority: San Francisco Police Code Art. 17F §§ 3300F.1 et seq. (Formula Retail Employee Rights Ordinances / FRERO); eff. July 3, 2015; SF OLSE

Los Angeles County Fair Workweek Ordinance (eff. July 1, 2025) Los Angeles

LA County's Fair Workweek Ordinance (eff. July 1, 2025) applies to retail employers with 300+ worldwide employees operating in unincorporated Los Angeles County. Requires: 14-day advance written schedule; premium pay for schedule changes within 14 days; good faith estimate at hire; right for employees to request scheduling preferences.

Authority: Los Angeles County Code § 2.207 et seq. (LA County Fair Workweek Ordinance, eff. July 1, 2023); LA County DCBA; 300+ worldwide employees in retail

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Federal requirements that also apply in California

110 federal baseline policies span these areas — every Pacta handbook includes them.

Assignment / Placement Agreement · 10 DOT / FMCSA Compliance · 10 Arbitration Agreement · 8 Code of Conduct · 6 Benefits · 5 Confidentiality · 5 Offer Letter · 5 Employee Classification · 4 Pay / Payroll · 4 Safety / Workers' Comp · 4 Separation / Final Pay · 4 Introduction / At-Will · 3 Timekeeping · 3 Accommodation (Disability) · 2 Assignment Lifecycle · 2 Drug-Free / Alcohol · 2 EEO / Protected Classes · 2 Expense Reimbursement · 2 Harassment · 2 Hiring / Onboarding · 2 Remote Work · 2 Social Media / Recording · 2 Three-Party Relationship · 2 AI Tools · 1 Arbitration · 1 Bereavement · 1 Driving / Vehicles · 1 Emergency Procedures · 1 Employee Records · 1 FMLA / Family Leave · 1 Gifts / Anti-Bribery · 1 Jury Duty Leave · 1 Lactation / Nursing Mothers · 1 Meal / Rest Breaks · 1 Military Leave · 1 Overtime · 1 Paid Sick Leave · 1 Pay Transparency · 1 Pay Transparency Notice · 1 Pregnancy / Parental Leave · 1 Salary Basis / Safe Harbor · 1 Voting Leave · 1

California handbook FAQ

Does California require employers to have an employee handbook?

No U.S. state requires an employee handbook outright. But California requires that a number of employment policies be provided to employees in writing, and a handbook is the standard, defensible way to do that. This page is informational only and is not legal advice.

What does a California employee handbook need to include?

A compliant handbook layers California-specific policies on top of the federal baseline (equal-opportunity, at-will, leave, anti-harassment, pay practices and more). The California-specific items are listed on this page; the exact set depends on your headcount, industry, and the localities you operate in.

How do I create a compliant California handbook?

Pacta's handbook generator builds a federal base plus a California state addendum tailored to your company, then returns a formatted draft you can edit. Every draft must be reviewed by qualified employment counsel before you distribute it to employees.

Handbook requirements in other states

This page is general information about California employment-policy requirements, not legal advice, and may not reflect the most current law. AI-generated handbooks must be reviewed and approved by qualified employment counsel licensed in the applicable jurisdiction(s) before distribution to employees.