Are You in Compliance?

By March 30, 2026, employers must allow employees to designate an emergency contact or collect this information from new hires…

Starting on February 1, 2026, and annually thereafter, employers must provide each current and new employee with a stand-alone written Workplace Know Your Rights Act Notice via regular communication methods (e.g., in person, email, or text). Employers must provide the notice in the language typically used for work-related communications.

This quick-reference chart will help you understand the key points of nine new laws and one privacy protection law in California and the required actions for employers. Use it along with linked CDA resources to start your path to compliance.

Cal/OSHA has issued a July 2025 update to its required “Safety and Health Protection on the Job” notice. Practice owners…

A new California law, SB 1061, preventing most health care debt from being shared with credit reporting agencies, officially went into effect on January 1, 2025. However, the requirement to include specific language in patient financial agreements takes effect July 1, 2025.

On July 1, 2025, California’s Civil Rights Department (CRD) released the official Model Crime Victims Notice, titled “Survivors of Violence and Family Members of Victims Right to Leave and Accommodations.” Employers must provide the new notice to all employees upon hire, annually, upon request by an employee, and when an employee discloses that they or their family member is a victim of crime.

The benefit available through California’s State Disability Service program provides wage replacement to workers who take time off from work for an ill child, spouse, parent, grandparent, sibling, or domestic partner, or to bond with a child within one year of birth or adoption. Employers should update practice policies to reflect the increase.

As announced by the Department of Justice in April 2018, California’s Controlled Substance Utilization Review and Evaluation System (CURES 2.0) is ready for statewide consultation by prescribers. As of Oct. 2, 2018, prescribers must check a patient’s prescription history in CURES 2.0 before prescribing a Schedule II-IV substance, with some specific exceptions. Refer to CDA’s article on mandatory checks for information on the exception applicable to some dentists. Prescribers who have issues accessing CURES can email the DOJ or call 916.210.3187.

Belmont, Emeryville, Los Altos, City and County of Los Angeles, Malibu, Milpitas, Pasadena, San Francisco, and Santa Monica. Redwood City has joined the list of cities with a new $13.50/hour increase effective 1/1/2019.

On Jan. 11, 2018, the IRS issued revised tax withholding tables for employee paychecks. To comply with IRS Notice 1036, employers should implement the 2018 withholding tables as soon as possible, but no later than Feb. 15, 2018. The notice provides early release copies of the new percentage method tables for income tax withholding. To learn more about your tax responsibilities as an employer, refer to Publication 15 and recent developments at irs.gov.

For all employers in the city of Berkeley, Calif., minimum wage increases to $13.75 and increased paid sick leave requirements also become operative effective Oct. 1, 2017. Detailed information and posting requirements about minimum wage requirements can be found on the City of Berkeley’s website. As part of paid sick leave requirements, covered employees accrue one paid sick leave hour for every 30 hours worked; the ordinance is silent with regard to front-loaded allowances. For small businesses, which employ fewer than 25 employees, there is a cap of 48 hours per year; for all other businesses, the cap is 72 hours, though employers can set a higher cap or no cap. Accrued but unused leave carries over from year to year — whether calendar or fiscal year — but cannot exceed the cap. Employers who don’t meet the minimum requirements may still be required to update their written paid sick leave policies.

With some exceptions, new dental facilities opened on or after June 14, 2017 (does not include purchase of existing dental facility) must install an amalgam separator by this date and comply with documentation requirements. Separators must be compliant with either the American National Standards Institute (ANSI) American National Standard/American Dental Association (ADA) Specification 108 for Amalgam Separators (2009) With Technical Addendum (2011) or the International Organization for Standardization (ISO) 11143 Standard (2008) or subsequent versions so long as that version requires amalgam separators to achieve at least a 95 percent removal efficiency.

Dental facilities with amalgam separators on June 14, 2017 must replace that separator by this date and comply with documentation requirements. Separators must be compliant with either the American National Standards Institute (ANSI) American National Standard/American Dental Association (ADA) Specification 108 for Amalgam Separators (2009) With Technical Addendum (2011) or the International Organization for Standardization (ISO) 11143 Standard (2008) or subsequent versions so long as that version requires amalgam separators to achieve at least a 95 percent removal efficiency.

The California Department of Industrial Relations (DIR) has updated Wage Order 4-2001 to reflect the 2017 and 2018 increases in the state minimum wage. The DIR amended sections 4(A) and 10(C), which also reflect updated meal and lodging credit amounts. The correct industry Wage Order bears a revision date of “12/2016,” which is found on the bottom of the cover page for each Wage Order. Although the Wage Orders are dated 12/2016, they were just released by the DIR. Please note: this change comes after the 2017-18 CDA Required Poster Set printing. Each employer/practice owner is required to print and post the updated Wage Order over the top of the old Wage Order contained in the Required Poster Set. The Required Poster Sets will not be reprinted to reflect this change until the next print cycle in 2019.

Dental practices must post the revised Fair Labor Standards Act (FSLA) Minimum Wage Poster, no smaller than 11 inches by 17 inches, as well as the revised Employee Polygraph Protection Act (EPPA) Poster.

Dentists contracted with dental plans must respond to a plan's request for accurate directory information within 30 days or face payment delays, reimbursement reductions or, ultimately, termination of their participating provider agreement. Dental practices are required to provide timely practice updates, including practice address, license number, and other information.

Each individual licensed or permitted by the Dental Board of California or the Dental Hygiene Committee of California must submit an email address to the Dental Board. Send an email to [email protected], using the subject line "Electronic Mail Address Requirement" and include in the body of the email the individual's name, license type, license number and email address. The electronic mail address shall be considered confidential and not subject to public disclosure.

All employers in California are required to provide their employees a minimum of three paid sick days per year. Calculated at one hour for every 30 hours worked, sick pay can be accrued over time or given as a lump sum. CDA offers numerous resources on navigating sick law, including a breakdown of sick leave ordinances by city and county.