Key 2025 California & Federal Employment Law Changes Every Employer Should Know, so far

1. California Minimum Wage & Exempt Salary Increases

Effective January 1 2025, California’s statewide minimum wage increased from $16.00 to $16.50 per hour for all employers, regardless of size. As a result, the minimum annual salary threshold for exempt (salaried) employees has increased to $68,640 (or $5,720 per month).

HR To-Do:

• Review all salaried employees to ensure they meet the new threshold.

• Update payroll systems and pay notices.

• Display the new state wage order poster at the workplace.

  
  

2. New California Laws on Independent Contractors & Captive-Audience Meetings

Starting January 1 2025:

• Under SB 988, new or renewed independent-contractor agreements must follow updated rules clarifying classification and payment standards.

• California now prohibits employers from holding mandatory meetings that require employees to listen to employer opinions about unions or political topics.

  
  

HR To-Do:

• Review and update contractor templates and renewal agreements.

• Ensure all-staff or onboarding meetings are voluntary when addressing organizational or union matters.

3. Federal Update: Minimum Wage for Federal Contract Workers & Pay Transparency

• The federal contractor minimum wage rises to $17.75/hour as of January 1 2025.

• Pay transparency momentum continues — more states and federal agencies are encouraging salary-range disclosure in job postings.

HR To-Do:

• Check that federal contracts and subcontracts meet the new pay rate.

• Start reviewing internal pay bands and consider proactively posting pay ranges to stay competitive.

4. HR Compliance Checklist

✔	HR Task	Why It Matters
☐	Update exempt salary thresholds	Avoid misclassification and back-pay claims
☐	Review contractor/freelancer agreements	Prevent legal exposure under SB 988
☐	Audit meeting policies	Avoid violations of new captive-audience rule
☐	Verify federal contract wages	Maintain compliance and eligibility
☐	Refresh job postings for pay transparency	Build trust and attract talent

5. Why It Matters

Staying compliant isn’t just about avoiding fines — it builds a foundation of trust, fairness, and transparency that attracts employees and strengthens company culture. Regulations evolve quickly; proactive compliance keeps your business stable and credible.

Need Help Staying Compliant? L.A. Confidential HR Solutions offers bilingual (English & Chinese) HR templates, compliance audits, and employee handbook updates to keep your business aligned with 2025 regulations. Book a free consultation today!

Chinese Version:

人力资源部落格（2025年10月）

2025年加州与联邦劳动法新变化：雇主必须了解的重点

一、加州最低工资与豁免员工薪资门槛提高

自2025年1月1日起，加州全州最低工资从 $16.00 上调至 $16.50/小时，适用于所有雇主。同时，豁免（薪资制）员工的最低年薪门槛提高至 $68,640（约 $5,720/月）。

人资提醒：

• 检查所有薪资制员工的年薪是否达到新标准；

• 更新薪资系统与工资通知；

• 张贴最新版的州级工资命令海报。

二、独立承包商与“强制会议”新规

自2025年1月1日起：

• 根据 SB 988法案，所有新签或续签的独立承包商协议必须遵守新的分类与支付规定；

• 加州禁止雇主要求员工强制参加涉及工会或政治言论的会议。

人资提醒：

• 检查并更新独立承包商合同模板；

• 若会议内容涉及工会或政治，应确保员工自愿参加。

三、联邦更新：联邦合同员工最低工资与薪资透明化趋势

• 自2025年1月1日起，联邦承包员工的最低工资提高至 $17.75/小时；

• 越来越多州及联邦机构推动在招聘公告中披露薪资范围。

人资提醒：

• 若公司持有联邦合同，请确保支付标准符合新规定；

• 提前规划并公开薪资范围，有助于吸引人才并提高企业透明度。

四、人资合规检查表

✔	任务	重要性
☐	更新豁免员工薪资门槛	避免错误分类与薪资追偿风险
☐	检查独立承包商合同	避免违反SB 988法律
☐	审查会议政策	确保不违反“强制会议”规定
☐	确认联邦合同工资标准	确保持续合规与资格
☐	更新招聘公告薪资范围	提高吸引力与雇主品牌

五、结语：提前准备，赢在合规

遵守法规不仅是避免处罚，更是建立信任与公平文化的关键。随着法规持续变化，主动合规 是保持企业稳定与专业形象的最佳策略。

需要协助更新政策或员工手册？L.A. Confidential HR Solutions 提供中英双语的人资模板、合规审计与政策更新服务，协助企业轻松应对2025年法规变化。 欢迎联系我们提供更多详细有用人力资源咨询服务。