This Bulletin is part of an ongoing series by Kraeber Law Office to provide helpful hints about developments in the law that could be relevant to your business.
DID YOU KNOW?
1. Freelance Worker Protection Act (FWPA) - Effective January 1, 2025
The FWPA requires businesses to have written contracts for freelance services valued at $250 or more, covering roles like writers and content creators. Contracts must include details such as parties’ names, services, compensation, and payment terms.
Payment must be made by the specified date or within 30 days after service completion. Employers cannot require additional work or reduced pay in consideration for timely payment. The law also protects freelancers from discrimination or retaliation for asserting their rights under the FWPA and prohibits contracting around or waiving the FWPA requirements.
2. Paid Family Leave
Administered by the Employment Development Department (EDD), Paid Family Leave provides partial wage replacement for individuals who cannot work due to caring for a family member or bonding with a new child.
Employees are eligible for the benefit from their first day of employment, so long as they’ve earned at least $300 in wages. However, employers are not required to grant time off for family care until the employee has worked for at least one year and completed 1,250 hours in the past 12 months. For businesses with 5 to 50 employees, the California Family Rights Act (CFRA) governs this leave.
If an employee is not yet eligible under the CFRA, employers are not required by law to grant time off but may offer a personal leave of absence. If granted, the employee can receive Paid Family Leave benefits for up to 8 weeks.
Contact us with any questions or concerns. We’re here to help.
Rhonda Kraeber