Employment Law Updates Every Private School Should Address

Private schools set high standards for students and staff alike. Policies should reflect the same level of clarity and care. With recent changes to California employment laws, now is the time to ensure that handbooks are up to date, policies are clear, and employees have what they need to do their jobs without uncertainty.

Important Updates for Schools

Recent changes to California employment law affect leave policies, pay transparency, workplace protections, and more. Schools should review these updates to ensure policies remain transparent, fair, and compliant. However, not all schools will need to consider each of these, so do not hesitate to discuss new regulations with your legal team at every opportunity. Here are some of the recent changes that may impact your employment policies:

Leave Policies

Employees can now take paid sick leave and family leave to care for a designated person, not just a traditional family member.  Employees may also take paid sick leave for jury and witness duty absences, as well as additional crime victim absences. Schools should update their leave policies to specify these additional rights.

Bereavement leave is now mandatory for all employers with five or more employees. Handbooks should specify the five-day allowance, eligibility criteria, and any required documentation. These updates ensure employees know their rights without confusion.

Pay Transparency

California law now requires employers to list salary ranges in job postings and to provide pay scale information to employees upon request. Schools should ensure that hiring teams comply with these requirements to avoid civil penalties, and that handbooks include clear procedures for pay disclosure requests as needed. Transparency in compensation builds trust and ensures compliance.

Workplace Protections

California regularly updates its anti-discrimination laws. Schools should review their Equal Employment Opportunity (EEO) and anti-harassment policies to ensure alignment with any new protected categories under the Fair Employment and Housing Act (FEHA).

Additionally, off-duty cannabis use is now protected under the law. Schools that conduct drug testing or enforce drug-free workplace policies may need to revise handbook language to clarify what restrictions may be applied to employees in safety-sensitive roles.

Privacy and Confidentiality

California’s privacy laws continue to evolve, affecting how schools collect, store, and share employee information. Policies on workplace monitoring, data collection, and confidentiality agreements should be reviewed to ensure compliance.

Recent restrictions on non-disclosure agreements (NDAs) in workplace harassment and discrimination claims also warrant attention. Schools should update their complaint policies and settlement agreements to reflect these legal changes.

Wage and Hour Compliance

Local minimum wages often exceed state levels, and state minimum wages have increased. Schools should check for updates in this regard to ensure that employee pay meets legal thresholds, and any handbook references to wages, overtime, and timekeeping procedures remain accurate.

Why Frequent Handbook Reviews Matter

Outdated policies cause confusion and potential legal risk in every industry and profession. A well-maintained handbook should:

• Ensure compliance with the latest laws.
• Give employees clear guidance on their rights and responsibilities.
• Reduce disputes by eliminating ambiguity in policies.

Avoiding these issues does not have to be complicated. The team at Young, Minney, & Corr, LLP has decades of experience working with independent and private schools to ensure their policies align with legal requirements and institutional values. If your handbook has not been reviewed recently, call us at 916.646.1400 to schedule a consultation and bring your policies up to date.