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This post covers all major California laws that took effect July 1, 2026, organized by category: minimum wage increases by city and sector, new employer requirements including IVF coverage mandates and food allergen disclosure rules, food and consumer labeling changes, school and student regulations including the cell phone ban and gender-neutral restroom requirements, technology regulations covering streaming ad volume and autonomous vehicles, and housing near transit. Includes a business action checklist and links to related blog posts.

This post explains why California business owners should consider placing their business interests in a revocable living trust, how to do it for LLCs, corporations, and partnerships, implementation steps, key tradeoffs, common mistakes, a quick checklist, and a FAQ section.

Comprehensive guide for California parents on how to leave property to their children. Covers goals and risks, main transfer tools including trusts, wills, TOD deeds, joint tenancy, and beneficiary designations, Prop 19 considerations, step-by-step planning checklist, common mistakes, and FAQ section.

This post explains what happens to a California business owner's company and family when they die or become incapacitated without an estate plan. Covers the two key documents every owner needs, LLC operating agreement with succession provisions and standalone business succession plan, coordination with personal estate planning documents, practical checklists, real-world scenarios, and FAQ section. Q3 business newsletter anchor.

This post explains California's ABC test for worker classification, common misclassification scenarios, practical steps to reduce risk, the full range of penalties including wage claims, PAGA exposure, and tax liability, an audit-ready checklist, and a FAQ section.

This post explains what probate is in California, when it is required, why it is burdensome, and how a properly funded revocable living trust helps families avoid it. Includes setup steps, common mistakes, quick checklist, and FAQ section. Q3 estate planning newsletter anchor.

This post covers the most common employment law mistakes out-of-state and international businesses make when setting up in California, including wage and hour rules, ABC test contractor classification, pay transparency, expense reimbursement, and non-compete unenforceability. Includes implementation checklist, common mistakes, and FAQ section.

This post walks California business owners through everything they need to have in place before hiring their first employee, from setting up EDD accounts and workers compensation insurance to drafting compliant offer letters, required onboarding documents, workplace policies, and poster requirements. Includes a step-by-step guide, quick checklist, common mistakes, and FAQ section.

This post explains what California employers can and cannot legally do to protect their business after an employee leaves. It covers why non-competes and broad non-solicitation clauses are unenforceable, and what lawful tools like confidentiality agreements, IP assignments, trade secret protections, and offboarding protocols can actually accomplish. Includes a protection program framework, quick checklist, common mistakes, and a FAQ section.

California has some of the strictest meal and rest break requirements in the country, and noncompliance is one of the most common triggers for wage claims, class actions, and representative suits against employers. The rules are not complicated once you understand them, but the gap between a written policy and actual day-to-day practice is where most employers get into trouble. Here is what the law requires and what you need to do to protect your business.

In California, unmarried partners have no automatic right to inherit, make medical decisions, or manage finances for each other without proper legal documentation. A coordinated estate plan, including a revocable trust, powers of attorney, healthcare directives, and updated beneficiary designations, is not optional for unmarried couples; it is essential. Major life changes, including marriage, children, and significant financial shifts, require prompt plan updates to keep protections in place.

California has some of the strictest meal and rest break requirements in the country, and noncompliance is one of the most common triggers for wage claims, class actions, and representative suits against employers. The rules are not complicated once you understand them, but the gap between a written policy and actual day-to-day practice is where most employers get into trouble. Here is what the law requires and what you need to do to protect your business.

Placing a home in an LLC can offer liability protection, privacy, and estate planning advantages, but for California homeowners the tradeoffs are significant. Transferring property to an LLC can trigger mortgage due-on-sale clauses, property tax reassessment, and the loss of the capital gains exclusion on a primary residence. Before making this move, a careful review of your full financial and legal picture is essential.

ICE quietly updated its Form I-9 inspection guidance, reclassifying several common administrative errors as substantive violations subject to immediate fines, eliminating the 10-business-day correction window employers have relied on for nearly 30 years. Newly reclassified violations include missing dates, preparer errors, and remote verification missteps. Employers should conduct proactive I-9 audits, review remote onboarding procedures, and invest in updated I-9 training now.

California's Proposition 19 significantly narrowed the property tax protections available to heirs, limiting the parent-to-child exclusion to homes the child actually lives in as a primary residence. Vacation homes, rentals, and other inherited properties are now generally subject to full reassessment at current market value. If your estate plan was drafted before February 2021, it may no longer work the way you intended.

California's new Workplace Know Your Rights Act came with two employer deadlines. The first was February 1. The second is March 30. Here is what the law requires and how to make sure your business is compliant before time runs out.

Brand protection is a practical way to protect a California business’s reputation, differentiation, legal security, and long-term value. When a brand is not protected, businesses can face customer confusion, loss of trust, and disputes over unauthorized use. A strong strategy often includes trademark registration, regular monitoring and enforcement, domain protection, and social media vigilance to reduce misuse and impersonation. Consistent branding and employee training help reinforce recognition, while NDAs and well-drafted contracts can protect proprietary information and partnerships. Together, these steps help businesses safeguard their identity and compete from a position of strength.

California’s SB 553 requires most employers to implement a Workplace Violence Prevention Plan (WVPP) as part of a broader approach to workplace safety. Employers can integrate the WVPP into their Injury and Illness Prevention Program (IIPP) or maintain it as a standalone document, but it must be tailored to the workplace. Core components include employee involvement, regular hazard assessments, corrective measures, clear and retaliation-free incident reporting (including anonymous options), initial and ongoing training, recordkeeping, and periodic plan evaluation and updates. A practical compliance approach includes building a cross-functional team, coordinating with third parties, implementing reporting and response protocols, and continuously improving the plan based on feedback and incident data.

For California businesses, intellectual property protection is a practical way to safeguard what makes your company valuable and distinct. Copyrights protect original works like writing, music, art, and software, giving creators exclusive rights and supporting licensing and revenue opportunities. Trademarks protect the symbols, names, and slogans that identify your goods or services, strengthening brand recognition and giving you a legal basis to stop confusingly similar use by others. Together, copyrights and trademarks can create strategic advantages by supporting differentiation, attracting investment, and enabling growth into new markets. A thoughtful protection strategy helps businesses protect innovation, strengthen brand trust, and support long-term success.

A trust is a powerful estate planning tool, but it does not cover every need on its own. Trusts do not appoint guardians for minor children, and they do not address medical and financial decision-making if you become incapacitated, which is why powers of attorney and advance healthcare directives remain essential. Trusts also depend on proper funding. If assets are left outside the trust, those assets may still require probate. A pour-over will helps close these gaps by directing assets not already in the trust at death into the trust so they can be managed under one plan. When combined with guardianship provisions and incapacity documents, a trust-based plan becomes more complete, flexible, and easier for loved ones to administer.

For California business owners, regular legal consultations help reduce surprises and support stronger decision-making. Ongoing advice allows you to spot risks early, strengthen compliance as laws change, and approach contracts and growth plans with clearer guardrails. It also supports faster dispute resolution when issues arise, which can minimize disruptions and protect professional relationships. Because every business is different, consistent check-ins can provide tailored guidance based on your industry, operations, and goals. This proactive approach helps business owners stay compliant, manage risk, and focus on running and growing the business.

A will is a legal document that directs how your assets are distributed after death, allows you to name an executor, and lets you nominate guardians for minor children. A pour-over will is used alongside a living trust and acts as a backstop by directing any assets not already in the trust at death to be transferred into the trust. While a will typically goes through probate, assets controlled by a pour-over will may also go through probate before they end up in the trust. The right choice depends on whether you want straightforward, direct distribution through a will or a trust-based plan supported by a pour-over will to help keep your estate administration organized.

Workplace investigations help California employers meet legal obligations and maintain a fair, accountable workplace. From a legal standpoint, investigations support compliance with California’s employment laws, reduce exposure to claims by addressing issues promptly, and create documentation that can demonstrate due diligence if disputes escalate. From an ethical standpoint, investigations reinforce fair treatment, show employees their concerns are taken seriously, and promote transparency and trust. When investigations are handled consistently and documented well, they can resolve conflict earlier, protect morale, and strengthen workplace culture. Employers who want a defensible process should focus on thoroughness, neutrality, and clear records, and consider professional support when needed.

Probate is a court-supervised process used to distribute a deceased person’s assets, but many Californians plan to avoid it because it can be time-consuming, costly, and public. Probate delays can slow down distributions to beneficiaries, and fees and court costs may reduce the estate’s overall value. Because filings are part of the public record, probate can also sacrifice privacy for the decedent and family. Common probate-avoidance strategies include creating and funding a living trust, holding certain property in joint ownership with rights of survivorship, using beneficiary designations like payable-on-death or transfer-on-death accounts, and making lifetime gifts to reduce the size of an estate. An estate planning attorney can help tailor these approaches to fit your assets and goals.

Starting a business in California involves choosing the right entity, setting up proper registrations, and building compliance from day one. Key steps include selecting a business structure, registering your business name, filing formation documents (Articles of Organization for an LLC or Articles of Incorporation for a corporation), obtaining an EIN, and registering for applicable state taxes. You will also need to identify required permits and licenses, adopt governing documents like an operating agreement or bylaws, and open a separate business bank account. If you plan to hire employees, California employment compliance should be part of your launch plan, including payroll taxes and workers’ compensation. Taking these steps in the right order helps establish a solid foundation and reduces legal and administrative headaches as you grow.