H/R Luncheon-Fisher Phillips 2026 Employment Law Update Seminar

Description

The 2025 legislative year in California was exceptionally active, introducing a wave of critical updates that every employer needs to know. The Industry Business Council invites you to join the law firm of Fisher Phillips for an informative half-day seminar covering significant California legislative and legal updates that will impact employers in 2026.
 
Participants will gain insights into new laws, including:
 

• SB 446 (Data Breach Notification) – This bill requires data breach notifications to be made within 30 days of discovery or notification of the data breach.
• SB 53 (Large AI Models) – This bill is a follow-up to last year’s SB 1047, which was vetoed by the governor. SB 53 requires large developers of the most advanced and costly AI systems to implement certain protocols and make public disclosures of the protocols they use to mitigate the risk of catastrophic harms.
• SB 261 (Unsatisfied Wage Judgments) – This bill would create a civil penalty of up to three times the amount of any outstanding wage judgment that goes unsatisfied for 180 days after the time to file an appeal has lapsed.
• SB 464 (Pay Data Reporting) – This bill would make several changes to California’s existing pay data reporting law, including mandatory civil penalties for failures to comply with the reporting requirements.
• SB 294 (Workplace Know Your Rights Act) – Also inspired by recent immigration enforcement action, this bill would establish a new workplace notice requirement advising workers about their rights under the law.
• SB 642 (Job Postings and Equal Pay) – This bill revisits California’s requirement to provide pay scales in job postings to specify that the pay scale listed must be made in “good faith.”
• AB 692 (Stay or Pay Provisions) – AB 692 attempts to prohibit certain “stay or pay” provisions in agreements with employees. Among other things, the bill makes it unlawful for any employment contract entered into after 2025 to include specified terms requiring a worker to pay an employer a debt if the worker’s employment or work relationship with that employer terminates, unless certain conditions are met.
• AB 858 (COVID Rehire Rights) – This legislation would extend a soon-to-expire law, which provides COVID rehire rights for certain hospitality and related workers, until January 1, 2027.
• SB 590 (Paid Family Leave) – This bill amends California’s Paid Family Leave law to allow employees to care for a seriously ill “designated person” – meaning any blood relative or individual who is the equivalent of family.

• The most significant legislative shifts from the 2025 session and how they will affect employers in 2026
• How to adapt your policies and practices to remain compliant.
• Strategies to mitigate risks and prevent costly litigation.