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Articles by Rachel Szela
California Revises Stay-or-Pay Provisions Under AB 1697
In 2025, Governor Newsom signed Assembly Bill (AB) 692, which made it unlawful to include in any employment contract or requirement that a worker execute, as a condition of employment, a contract that includes terms that require the worker to pay an employer, training provider, or debt collector for a debt if the worker’s employment or work relationship with a specific employer terminates, unless it fell under one of five exceptions.
An In-Depth Look at California’s Stay-or-Pay Rules After AB 1697
On September 30, 2026, Governor Gavin Newsom signed Assembly Bill (AB) 1697 into law, revising California’s restrictions on stay-or-pay provisions. Some of the changes at a high level include: Postponement of compliance until January 1, 2027. Expansion of the exception for certain bonuses awarded later in the employment relationship so that they need not be entered “at the outset of employment” as earlier required.
An In-Depth Look at California’s Stay-or-Pay Rules After AB 1697
Susan E. Groff is a principal in the Los Angeles office of Jackson Lewis P.C. She is co-leader of the firm’s California Advice and Counsel resource group. The group delivers legal and practical guidance to assist employers in navigating what are frequently multi-disciplinary issues.
California Revises Stay-or-Pay Provisions Under AB 1697
In 2025, Governor Newsom signed Assembly Bill (AB) 692, which made it unlawful to include in any employment contract or requirement that a worker execute, as a condition of employment, a contract that includes terms that require the worker to pay an employer, training provider, or debt collector for a debt if the worker’s employment or work relationship with a specific employer terminates, unless it fell under one of five exceptions.
California Delays AB 692 to 2027 and Expands Repayment Exceptions
In 2025, Governor Newsom signed Assembly Bill (AB) 692, which made it unlawful to include in any employment contract or requirement that a worker execute, as a condition of employment, a contract that includes terms that require the worker to pay an employer, training provider, or debt collector for a debt if the worker’s employment or work relationship with a specific employer terminates, unless it fell under one of five exceptions.
San Francisco’s Paid Parental Leave Ordinance Eligibility Shortened
Jackson Lewis P.C. are most popular: within Compliance and Energy and Natural Resources topic(s) San Francisco has finalized amendments to the city’s Paid Parental Leave Ordinance. The most significant change: employees will now qualify for employer-paid parental leave benefits after just 90 days of employment, down from the prior 180-day requirement. The ordinance applies to employers who regularly employ 20 or more employees anywhere in the world, regardless of where those employees work.
San Francisco’s Paid Parental Leave Ordinance Eligibility Shortened
San Francisco has finalized amendments to the city’s Paid Parental Leave Ordinance. The most significant change: employees will now qualify for employer-paid parental leave benefits after just 90 days of employment, down from the prior 180-day requirement. Who Is Covered? The ordinance applies to employers who regularly employ 20 or more employees anywhere in the world, regardless of where those employees work.
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