4 | 2025 Employment Laws on the Horizon © Seyfarth Shaw LLP Workplace Laws, Regulations, Rules, and Policies lactation policy; provide nursing employees a “reasonable break period” to pump for 30 minutes every 3 hours; and provide a reasonable, sufficient space that is not a bathroom, is clean, shielded from view and free from intrusion, and ideally includes an electrical outlet and chair for 1 year after the child’s birth, unless the break or space accommodation causes an undue hardship. (One-time civil penalty effective July 1, 2026.) (H.B. 358) Sexual Harassment Prevention Policy & Training Requirements WA (Eff. 1/1/25 and 1/2/25) – WA requires adult entertainment establishments to provide a third-party training to all non-entertainer employees by March 1, 2025 that covers preventing sexual harassment, sexual discrimination, and assault in the workplace, among other topics. Employees must complete the training at least every 2 years. Covered employers must have a written policy addressing the statute requirements, which must include a process for employees and entertainers to record allegations involving a customer. The final rules take effect on January 2, 2025. (S.B. 6105; Proposed Rules; Adopted Language – Labor Rule and Safety Rule) Speech CA (Eff. 1/1/25) – CA’s captive audience law prohibits employers from taking an adverse employment action against an employee because the employee declines to attend an employer-sponsored meeting or affirmatively declines to participate in, receive, or listen to any communications with the employer or its agents or representatives that communicate the employer’s opinion about religious or political matters. There is a $500 civil penalty per employee, per violation. (S.B. 399) IL (Eff. 1/1/25) – IL’s captive audience law prohibits employers and their agents from discharging, disciplining, penalizing, threatening, or otherwise taking an adverse employment action against an employee for declining to attend or participate in an employer-sponsored meeting or receive or listen to employer communications regarding the employer’s opinion about religious or political matters. Within 30 days of the law taking effect (est. 1/31/25), employers must post and keep posted a notice of employee’s rights. (S.B. 3649) AK (Eff. 7/1/25) – AK’s captive audience law prohibits employers from requiring employees to attend an employer-sponsored meeting or listen to communications that’s primary purpose communicates the employer’s opinion on religious or political matters. (Letter; Ballot Initiative) Leaves of Absence Bereavement Leave CA (Eff. 1/1/25) – The small employer family leave mediation program for employers with between 5 and 19 employees is now permanent and includes reproductive loss leave. (A.B. 2011) New Orleans, LA (Eff. 1/1/25) – New Orleans voters approved an amendment to the New Orleans Bill of Rights to include the right to paid bereavement leave. The Bill of Rights, however, does not create any enforceable rights, duties, obligations, or causes of actions beyond those guaranteed by the state and federal constitutions. (Ordinance) Domestic Violence Leave CA (Eff. 1/1/25) – The domestic violence leave law is expanded beyond domestic violence, sexual assault, and stalking to include
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