Staying Compliant: Updating Your Human Resources Policies
Author, Jadyn Brandt, Client Communications Coordinator, Rancho Mesa Insurance Services, Inc.
In today’s rapidly changing legal landscape, it is more important than ever to ensure your company’s policies and procedures are kept up-to-date.
Updating your employee handbook is a vital step in ensuring employees are aware of new policies and understand what is expected of them.
A yearly review of your company handbook is recommended, in order to prevent a lapse in compliance. In order to streamline this process, Rancho Mesa’s RM365 HRAdvantage™ portal provides important law updates at both the state and federal level. Additionally, if you choose to build your company handbook through the HR Portal, updates to your policies will be automatically be suggested to reflect any new laws or requirements.
If you are actively reviewing your company policies or simply want to get a head start on next year’s policy changes, login to the HR portal to get your state-specific requirements. Below are a few notable California law updates:
1. California Minimum Wage Increases for 2026
On January 1, 2026 the standard state minimum wage will increase to $16.90 per hour. The minimum salary threshold for exempt employees will also increase to $70,304 per year.
Employers who fall under local or industry-specific minimum wages that are higher must comply with those rates.
2. California Publishes Required Victim Leave Notice
A new notice requirement took effect July 1, 2025 as part of California’s expanded victim protection leave law. The California Civil Rights Department (CRD) released a model notice which employers need to provide:
To new employees upon hire
To all employees annually
At any time upon request
Any time an employee informs the employer that they or their family member is a victim
Employers can also choose to create their own notice provided it meets the requirements of the law.
3. Updated California Regulations Addressing Automated Decision Systems
The California Civil Rights Department (CRD) has updated the Fair Employment and Housing Act (FEHA) regulations on FEHA to employers’ use of an automated decision system (ADS) such as an AI applicant screening tool.
The updated regulations prohibit any discrimination that results from an employer’s use of an ADS or selection criteria—even when performed by a third party system.
The amended regulations apply to employers with five or more employees and will take effect on October 1, 2025.
For questions about how to update your employee handbook in the HR portal, contact your Client Services representative.