We wanted to remind California employers that on December 18, 2024, Governor Gavin Newsom declared a state of emergency due to the spread of avian influenza (bird flu or H5N1). This declaration enhances the state’s preparedness and response, allowing staffing, contracting, and other rules to be flexible. It emphasizes public health measures like monitoring and testing to prevent the virus’s spread.
From January 1, 2024, under AB 636, employers must inform new nonexempt hires about any federal or California emergency declarations issued within 30 days before their start date that may affect their health and safety.
For the current bird flu emergency, employers must inform new hires about the state of emergency between December 18, 2024, and January 17, 2025, if their job duties may be impacted.
- The Notice to Employee is provided at hire and when information changes unless updated within 7 days.
- This notice is limited to new hires, and the form is updated to the latest version.
For additional information:
- California Amends the Wage Theft Prevention Act to Add Additional Notices (VensureHR)
- CA DIR Notice to Employee Form
- Gov. Newsom Declaration of Emergency
- DIR Bird Flu Information for Employers
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
