The 2026 Legislative Session drew to a close on August 31, 2026 with a flurry of activity following the summer recess. Not surprisingly, a number of employment bills passed both Legislative chambers and have been sent to Governor Gavin Newsom for signature or veto. There were also some employment bills that stalled this session, including bills that would have required staffing agencies to register with the state and expanded employers’ reporting obligations to the EDD.

Looking ahead, the deadline for the Governor to sign or veto the bills is September 30, 2026. Stay tuned for our final legislative update of the year! In the meantime, we have identified our “Top Eight” potential employment law changes and a summary of the remaining notable employment bills currently pending, organized by subject matter. Unless otherwise indicated, each of these bills has passed both houses of the legislature and is awaiting Governor Newsom’s signature or veto. We have also included several references to notable new state and federal regulations and guidance.

The deadline for bills to pass the legislative chamber of origin has expired, meaning we have reached the halfway point of the 2026 Legislative session. A significant number of new employment bills passed their house of origin and are beginning to work their way through the second chamber. We have identified the “Top Nine” bills that – if passed – would have the most significant impact on California employers.

Of course, some of these bills may fail to progress through the legislative process and others may be materially amended. Looking ahead, the deadline for bills to pass key substantive committees is July 2, 2026, and the deadline to pass the second chamber is August 31, 2026. Stay tuned – we will keep you informed of developments as they occur!

The 2026 Legislative session is officially underway and has resulted in a significant number of new employment bills being introduced in the California Assembly and Senate. We are tracking more than fifty employment-related bills and numerous additional employment-related “spot” bills (essentially placeholders that allow legislators to come back later and propose more substantive legislation). We have identified the “Top Ten” bills that – if passed – would have the most significant impact on California employers.

Of course, some of these bills may fail to progress through the legislative process, others may be materially amended, and spot bills may be revised to incorporate new, substantive changes. Looking ahead, the deadline for bills to pass key substantive committees is May 1, 2026, so significant amendments and votes can be expected shortly. Stay tuned – we will keep you informed of developments as they occur!

In the meantime, check out our brief overview of our “Top Ten” potential employment law changes and a summary of the remaining notable employment bills currently pending, largely organized by subject matter.