On Wednesday, January 7, 2026, ICR Staffing Services, Inc. provided an in-depth 2026 Employment Laws Update to members of the Greater High Desert Chamber of Commerce, helping local employers prepare for significant changes to California employment law taking effect in the new year.
The presentation walked attendees through a broad overview of new and updated legislation passed during the 2025 California legislative session. In total, lawmakers introduced 2,397 bills, with 794 signed into law, reinforcing the importance for employers to stay informed and compliant as regulations continue to evolve
Key Employment Law Updates for 2026
One of the most immediate updates discussed was the California minimum wage increase to $16.90 per hour, with a reminder that certain industries and local jurisdictions may require higher rates. For exempt employees classified as administrative, executive, or professional, the minimum annual salary threshold increases to $70,304, underscoring the ongoing risk of employee misclassification — one of the most frequently cited labor code violations
ICR also reviewed updates to IRS mileage reimbursement rates, including an increase for business mileage to 70.5 cents per mile, while noting different rates for medical, nonprofit, and volunteer mileage
New Employer Notice & Recordkeeping Requirements
A major portion of the presentation focused on SB 294, which expands employee Notice of Rights requirements. Employers must distribute updated notices to all new and existing employees by February 1, 2026, and continue to do so annually thereafter. The law also introduces enhanced recordkeeping obligations, requiring employers to track how and when notices are delivered to employees
SB 294 further impacts emergency contact procedures, requiring employers to notify an employee’s designated emergency contact if the employee is arrested or detained during work hours or while on the job — provided the employer has direct knowledge of the incident. These requirements take effect March 30, 2026
Expanded Workers’ Rights & Employment Contract Changes
ICR highlighted AB 288, which expands workers’ rights and grants additional authority to the Public Employment Relations Board (PERB), including oversight related to union activity and collective bargaining. Employers were cautioned against policies or actions that could interfere with employees’ rights to organize or engage in protected activities
Another significant update covered AB 692, which bans most “stay-or-pay” provisions in employment contracts. Effective January 1, 2026, employers may no longer require workers to repay training or other costs as a condition of leaving employment before a set date, with only limited exceptions allowed under the law
Pay Transparency & Data Reporting
The presentation concluded with updates to pay scale disclosure and pay data reporting laws under SB 642 and SB 464. Employers with 15 or more employees must include pay scales in job postings, while all employers must be prepared to provide a good-faith estimate of expected pay upon hire. New demographic pay data — including race, ethnicity, sex, and job category — must be collected for reporting purposes, though maintained separately from personnel files
Supporting Local Employers
ICR emphasized that the session was intended for informational purposes only, encouraging employers to consult qualified legal counsel for guidance specific to their business. The presentation reinforced ICR’s ongoing commitment to supporting High Desert employers through education, compliance awareness, and proactive workforce solutions.
By equipping chamber members with timely insights into upcoming employment law changes, ICR helped local businesses take a critical step toward preparing for 2026 with confidence and clarity.
