An Overview of California’s Worker Intimidation Law (New for 2025)

On January 1, 2025, California Labor Code § 1137 officially took effect. It has been referred to as the state’s “worker intimidation law” as a shorthand. In effect, the law gives workers the right to decline to attend employer-sponsored meetings that are political or religious without facing any adverse action (retaliation). Notably, labor-related matters may be considered “political” under the law. Here, our Riverside County employment attorney provides a more detailed overview of what employers should know.

What Employers in California Should Know About Labor Code § 1137 

The Background 

On January 1, 2025, California’s Labor Code § 1137—also referred to as the “California Worker Freedom from Employer Intimidation Act”—took effect. The new law changes the regulations related to employer-employee communications regarding political and religious matters. The legislation is designed to protect employees from being compelled to participate in discussions that may influence their personal beliefs or political decisions.

Employees Cannot Be Compelled to Attend Political/Religious Meetings

Under Labor Code § 1137, employers in California are prohibited from requiring employees to attend meetings or engage in communications intended to convey the employer’s opinions on political or religious matters. More specifically, the law forbids subjecting, or threatening to subject, an employee to discharge, discrimination, retaliation, or any other adverse action for declining to participate in such a meeting. Here are the key definitions employers should know:

• Political Matter: Includes topics related to elections, political parties, legislation, regulations, and decisions to join or support any political or labor organization.
• Religious Matter: Includes topics related to religious affiliation, practice, and decisions to join or support any religious organization or association. ​

An Overview of Permissible Communications and Exceptions

While LC 1147 imposes restrictions, certain exceptions allow employers to communicate specific information whether or not a worker consents without violating the law:​

• Legal Obligation: Employers may provide information that they are legally required to communicate, but only to the extent of that legal requirement. ​
• Essential Job Duty: Communications necessary for employees to perform their job duties are permitted. ​
• Educational Exception: Institutions of higher education can engage in communications that are part of coursework, symposia, or academic programs. ​
• Public Employer Exception: Public entities may communicate information related to their policies or any law or regulation they are responsible for administering. ​

Previously, laws have been enacted on a federal and state level prohibiting employers from their ideas about Union organizing or activities on their employees.

As of this writing, there are two federal lawsuits filed to challenge the constitutionality of this law based upon the employer’s right to express their political views. We anticipate future judicial constitutional challenges to this law, on the grounds that LC 1147 also prohibits the employer representatives from the free exercise of religion.

Understanding the Penalties for Non-Compliance

Employers who violate Labor Code § 1137 may face a number of different penalties. Most notably, LC 1137 subjects employers to a civil fine of $500 per employee, per violation. The California Labor Commissioner has the authority to enforce the law. There is also a private right of action. That means an individual worker can sue for a violation of the law.

Contact Our California Employment Lawyer for Immediate Help

At Sloat Law Group, APC, our California employment attorney provides solutions-focused legal guidance and support to businesses and organizations. If you have any questions about employment law, please do not hesitate to contact us today for a fully confidential consultation. Our firm provides employment law services to employers statewide in California.

 Source:

 leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=LAB&division=2.&title=&part=3.&chapter=9.&article=