As 2025 approaches, employers in Oregon, Washington, and California must prepare for several updates in employment laws. Here’s a concise overview of the most impactful changes that take effect on January 1, 2025:

Oregon

1. Paid Leave Oregon Clarification: Employees can now use Paid Leave Oregon benefits to attend legal proceedings related to foster care or adoption. OFLA will no longer provide additional leave for these reasons.
2. Warehouse Worker Protections: New rules mandate employers provide written documentation of quotas to warehouse employees upon hire or upon changes to the quotas. Employers that fail to comply with these rules may not take adverse actions against employees if quotas aren’t met.
3. Agricultural Overtime: Employers must pay overtime to agricultural workers after 48 hours worked per week.
4. Additional Updates: Changes to garnishment exemptions and a mid-year minimum wage increase.

Washington

1. Minimum Wage Increase: Minimum wage rises to $16.66/hour statewide, with higher local rates (e.g., Seattle at $20.76/hour). Salary thresholds for exemptions also increase.
2. Expanded Paid Sick Leave: New coverage includes ride-share drivers and additional reasons for protected leave, such as emergencies and care for non-family dependents.
3. Healthcare Overtime Ban: Hospitals can no longer mandate overtime for most direct care staff, with some exceptions.
4. Meal Period Compliance: A new court ruling mandates higher penalties for missed meal periods. The case, Androckitis v. Virginia Mason Medical Center[MH1] [MH2] [KJ3] , is pending discretionary review before the Washington Supreme Court.

California

1. Minimum Wage Updates: Statewide increase to $16.50/hour, with higher thresholds for specific industries (e.g., healthcare workers at $24/hour starting July).
2. Expanded Sick Leave: New permissible uses include emergencies like wildfire and crime-related incidents.
3. Freelance Worker Protection: Written contracts are now required, and payment timelines are strictly enforced.
4. PAGA Reforms: Stricter standing requirements and a process for employers to address and cure alleged Labor Code violations.
5. Anti-Discrimination and Leave Enhancements: New FEHA provisions on intersectionality and jury duty protections.

Key Takeaways

• Action Required: Review and update employee handbooks, payroll systems, and compliance protocols to meet new wage, leave, and worker protection standards.
• Plan for Transition: Ensure proactive communication with managers and employees about policy changes.
• Monitor Compliance: With penalties and stricter enforcement mechanisms in place, employers should prioritize adherence to new laws to avoid costly infractions.

Click here to read the entire article, including detailed insights and resources to help your organization stay compliant in 2025.