California human resources departments face a complex set of new rules as we approach 2027. Lawmakers are expanding the Fair Employment and Housing Act, broadening leave policies, and requiring new types of employee training. These changes will alter HR compliance standards and increase the risk of workplace lawsuits.
AB 1940: Accommodations for Menopause Assembly Bill 1940 explicitly adds perimenopause, menopause, postmenopause, and related medical conditions to the definition of “sex” under the Fair Employment and Housing Act. This update removes any legal ambiguity. Employers with five or more employees must now engage in the interactive process for these conditions. Businesses will need to provide reasonable accommodations. These might include schedule flexibility, remote work, or temperature adjustments.
The California Civil Rights Department must update its workplace discrimination posters by July 1, 2027, to notify employees of these specific rights. Employers should expect a sharp increase in accommodation requests as public awareness grows.
SB 1149: Expanded Bereavement Leave Leave policies are undergoing a similar expansion. Senate Bill 1149 broadens existing bereavement leave protections. The bill allows employees to take up to five days of job-protected leave following the death of a “designated person.” This change redefines traditional family leave boundaries. Employees can now use bereavement benefits for chosen family members or individuals whose relationship functions like a family bond.
AB 1803: Anti-Hate Speech Training Assembly Bill 1803 introduces an unprecedented training mandate for California businesses. Effective January 1, 2028, this bill amends the state’s mandatory biennial sexual harassment prevention training to include an “anti-hate speech” component.
Employers must provide practical guidance on recognizing, reporting, and confronting workplace speech that vilifies, humiliates, or incites hatred based on protected characteristics. This requirement creates a difficult balancing act. The lack of a clear legal definition for hate speech raises concerns about the intersection of employment law and protected First Amendment expression. Employers must vet their training materials carefully to comply with the mandate without unlawfully suppressing protected speech.
Updating Your Policies Failing to update employee handbooks and training materials to reflect these new laws will expose your company to administrative penalties and discrimination lawsuits.
Nowland Law provides premier legal services for business disputes and corporate compliance in California. We ensure your success by taking the time to understand your specific situation and operational goals. Our experienced attorneys guide companies through complex HR regulations, enforce legal rights, and help settle issues early before they escalate into costly litigation.
If your HR department needs guidance on the latest Fair Employment and Housing Act updates or new training mandates, contact Nowland Law at 949-221-0005 for a free initial consultation.
