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2025 has delivered a series of powerful—and practical—employment law decisions. These five cases carry direct lessons for every California employer, especially in areas where minor missteps can lead to major liability. 1. Iloff v. Bridgeville Properties, Inc. – California Supreme Court (2025) – “Good Faith” Requires Real Effort This case involved a handyman who performed maintenance work on a rural property owned by Bridgeville Properties.

From January 1, 2026, employers with 25 or more employees must say in any publicly advertised job posting if AI is used to screen, assess, or select applicants. You must also include the same note in any associated application form. This sits beside other new posting rules, such as pay range disclosure and the prohibition on requiring “Canadian experience” in job postings. Who is covered Employers in Ontario with 25 or more employees. Publicly advertised job postings and related application forms.

Battery storage has become one of the hottest topics in commercial real estate leasing, a key amenity and, increasingly, a top tenant ask in Class A buildings. What was barely on the radar five years ago has now emerged as a central negotiating point between sophisticated tenants and landlords. Electricity has become a bellwether political issue across the country, and energy reliability is at the heart of the discussion.

As we move toward 2026, California employers—especially in hospitality—are navigating one of the most complex wage-and-hour landscapes in the country. The 2024 PAGA reform brought meaningful relief, but only for employers who take their compliance obligations seriously and can prove it. At the same time, technology and AI are beginning to transform what compliance looks like.

The delicate space of business environmental marketing statements and public disclosures became markedly more treacherous in 2025. From food producers to fashion brands and consumer products to commercial real estate, businesses today face a rapidly expanding universe of greenwashing lawsuits. These claims, once niche and episodic, are now multifaceted, evolving, and spreading across industries with astonishing velocity.

As the holiday season approaches, it’s a perfect time for California employers to revisit their policies on holiday leave, scheduling, and pay practices. Last week, we covered key vacation considerations for the busy season. This week, we’re focusing on five important reminders to help ensure compliance and smooth operations as the year winds down. 1.

Not all perks are created equal. If you’re reviewing your benefits package for 2026, here’s what’s actually moving the needle on retention, and what’s legally compliant, simple to administer, and worth the investment. Ping pong tables, kombucha on tap, and birthday lunches aren’t cutting it anymore, especially for employees who only show up in-office twice a week (if at all).

In the past few days, as many environmental advocates have gathered in Belém, Brazil, for COP30, the world’s media has focused, elsewhere, on the unfolding catastrophe in Iran, where one truth has become unavoidable: potable water, not carbon, may be the most immediate environmental emergency of our time.

AI use in workplaces is growing quickly. A 2025 global study of more than 32,000 workers across 47 countries found 58 percent of employees report using AI at work, with roughly a third using it weekly or daily. Tech Xplore+1 Many employees say AI improves efficiency, idea generation, and work quality. McKinsey & Company+1 But this increased adoption comes with risks.

Just before Thanksgiving, while most Americans were preparing for turkey and stuffing, the U.S. Fish and Wildlife Service and the National Marine Fisheries Service set the table for a major regulatory reset under the Endangered Species Act. And no, turkeys are not threatened or endangered, but the wood stork is, along with 89 other American bird species and more than 2,140 plants and animals currently listed under the 1973 law.