Recent news about title, escrow, mortgage and related industries for A Team Staffing clients, candidates and employees.

New Year Means New Laws for 2023

A Team Staffing is committed to our diverse client base; small and large businesses specific to real estate and it’s related counterparts.

Below is an alert of upcoming 2023 changes in laws and legislation. Be sure to review the full details to determine whether they apply to your company.

*As always, consult legal counsel for a full understanding of what this can mean for your company.


Minimum Wage Increase: The statewide minimum wage will increase to $15.50 for businesses of all sizes, although some counties are already beyond. More than 30 California cities and counties have minimum wages that already exceed $15.50 and some of those are set to increase in 2023.  ie. LA County minimum wage is currently $16.04; San Diego $16.30; W Hollywood 49 or fewer employees $17.00 Be sure to check you zip code, city and county to know how this new law might affect you. *This is a change from the increase that was previously scheduled because of a provision in the law that is triggered when inflation is above 7%.


Pay Transparency Requirement: California employers with 15 or more employees must include the pay scale in all job postings (CA Labor Code 432.3). Upon request, covered employers must provide pay scale information to current employees. Additionally, there are annual reporting requirements for employers with 100 or more employees.


Bereavement Leave: Employers that have five or more employees will be required to provide employees with up to five days of bereavement leave for the death of a family member. The leave can be unpaid or employees can choose to use their available vacation or paid sick leave.


CFRA and Paid Sick Leave Expanded to Cover a “Designated Person”: Employees will be able to take leave under the paid sick leave law and the California Family Rights Act (CFRA) to care for a “designated person”. The designated person needs to have a serious health condition and can be anyone who the employee is related to by blood, or has a close association with equivalent to a family relationship.


Employee Rights during Emergency Conditions: Employees will be entitled to leave work or not come in during emergency conditions if they have a reasonable belief that the workplace is unsafe. A health pandemic does not qualify as an emergency condition.


California Privacy Rights Act: The California Privacy Rights Act (CPRA) takes effect January 1 and amends the California Consumer Privacy Act (CCPA) which has been in effect since 2018. This law is primarily a business regulation, and if this law applies, given its breadth and complexity, we recommend working with an attorney for comprehensive guidance about your CCPA/CPRA obligations. The CCPA/CPRA applies if your business meets any of the following conditions: Had more than $25 million in gross revenue in the previous year; Annually buys, sells, or shares the personal information of 100,000 or more California residents or households; or Derives at least 50% of its annual revenue from selling or sharing the personal information of California residents.



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