What California’s Worker Freedom from Employer Intimidation Law Means for Employees: Mandatory Meetings

California workers have new protections against workplace pressure and intimidation, thanks to a groundbreaking law that took effect at the start of 2025. The California Worker Freedom from Employer Intimidation Act gives employees stronger rights to resist forced participation in political or religious “mandatory meetings” at work without fear of retaliation.

For workers across Los Angeles and throughout California, understanding these new protections could be the difference between enduring workplace coercion and standing up for their rights. This law addresses a problem that has affected countless employees who felt trapped between their personal beliefs and keeping their jobs.

What is the Worker Freedom from Employer Intimidation Law?

The California Worker Freedom from Employer Intimidation Act (Senate Bill 399) became effective on January 1, 2025, adding new protections to California’s Labor Code. The law prohibits compelled attendance at employer-mandated meetings to discuss political and religious matters, including the decision to join or support a labor union.

The law prohibits private and public employers from forcing or threatening employees to attend meetings or listen to communications regarding the employer’s political or religious views. This includes what employment lawyers call “captive audience meetings,” where employees have no choice but to listen to their employer’s opinions on controversial topics.

The law recognizes that employees should not have to choose between their paychecks and their personal convictions. When employers use mandatory meetings to pressure workers about political candidates, religious beliefs, or union organizing, they create an unfair power dynamic that this law now addresses.

Why This Law Matters for California Workers

For decades, some employers have used mandatory staff meetings as opportunities to influence their employees’ political or religious views. These situations put workers in an impossible position. Attending the meeting might make them feel complicit in views they oppose, while refusing to attend could result in discipline or termination.

The power imbalance between employers and employees makes these situations particularly problematic. Most workers cannot afford to lose their jobs over disagreeing with their boss’s political or religious opinions. This economic pressure effectively silences employees and can create hostile work environments for those with different beliefs.

California’s new law acknowledges that while employers have free speech rights, they cannot use their economic power over employees to create a captive audience for their personal viewpoints. The workplace should remain focused on work-related matters, not become a platform for political or religious indoctrination.

This protection is especially important in today’s polarized environment, where political and religious discussions can quickly become contentious. Employees deserve to focus on their job responsibilities without worrying about whether their personal beliefs align with their employer’s agenda.

What Does the Law Say?

The new California law attempts to prohibit mandatory employer meetings regarding labor organizations known as captive audience meetings. Specifically, an employer is prohibited from subjecting or threatening to subject an employee to discharge, discrimination, or retaliation because the employee refuses to participate in these meetings.

The law defines political matters broadly to include discussions about political parties, candidates, ballot measures, and pending legislation. Religious matters encompass discussions about religious doctrine, practices, or beliefs. Importantly, the law also covers communications related to labor organizing, including whether employees should join or support a union.

What Employers Cannot Do

Under the new law, employers cannot require employees to:

• Attend meetings where the employer shares political opinions or tries to influence voting decisions
• Listen to communications about religious beliefs or participate in religious activities
• Participate in meetings designed to discourage union membership or organizing activities

Employers also cannot retaliate against employees who decline to attend these meetings or who express disagreement with the employer’s views during such meetings.

Who the Law Applies To

The Worker Freedom from Employer Intimidation Act applies to both private and public sector employers throughout California. This means that whether someone works for a corporation, a small business, a nonprofit organization, or a government agency, they have these protections.

The law covers all employees, regardless of their immigration status, employment classification, or length of service. This broad coverage ensures that the most vulnerable workers, who might be most afraid to speak up, still have legal protections.

Important Exceptions

The law includes several exceptions to ensure it does not interfere with legitimate business communications. Employers can still:

• Share information they are legally required to communicate
• Provide information necessary for employees to perform their jobs
• Express views during meetings that employees voluntarily attend
• Communicate about workplace policies and procedures

These exceptions ensure that the law does not prevent normal business operations while still protecting employees from coercive political or religious messaging.

Employee Rights Under the Law

California workers now have several important rights when it comes to employer communications about political or religious matters:

Right to Decline Participation

Employees have the absolute right to refuse to attend mandatory meetings that focus on political or religious topics. This includes meetings about union organizing where the employer is trying to influence employee decisions about unionization.

Workers cannot be disciplined, terminated, or otherwise retaliated against for exercising this right. This protection extends beyond just firing, covering any adverse employment action such as reduced hours, unfavorable schedule changes, or exclusion from opportunities.

Right to File Complaints

Employees who believe their employer has violated the law can file complaints with appropriate state agencies. The law provides for both administrative remedies and the right to pursue private lawsuits against violating employers.

Available Legal Remedies

Workers who successfully prove their employer violated the law may be entitled to various forms of relief, including:

• Reinstatement to their position if they were terminated
• Back pay for lost wages and benefits
• Compensation for emotional distress and other damages
• Attorney’s fees and court costs
• Injunctive relief to stop the employer’s illegal conduct

Right to Legal Representation

Employees have the right to seek legal counsel when dealing with potential violations of this law. Employment attorneys can help workers understand their rights, document violations, and pursue appropriate remedies when employers break the law.

Employer Obligations and Potential Liability

The new law requires California employers to examine their policies and practices around employee meetings and communications. Companies need to ensure their HR policies reflect these new requirements and train managers about what they can and cannot require of employees.

Employers should review their practices around:

• All-hands meetings that might touch on political topics
• Communications about current events or social issues
• Union-related meetings and messaging
• Religious observances or discussions in the workplace

Employers who violate the law by subjecting or threatening to subject an employee to an adverse employment action because the employee declines to attend an employer-sponsored mandatory meeting discussing an employer’s opinion about religious or political matters face significant liability.

Smart employers will update their policies to clearly distinguish between voluntary and mandatory meetings, ensure political and religious discussions are always optional, and train supervisors to respect employees’ rights under the new law.

What to Do If You Think Your Employer Broke the Law

If you believe your employer has violated the Worker Freedom from Employer Intimidation Act, taking prompt action can help protect your rights and strengthen any potential legal claim.

Document Everything

Keep detailed records of any incidents involving forced attendance at political or religious meetings. This includes:

• Date, time, and location of meetings
• Who required attendance and what was discussed
• Any statements made about consequences for not attending
• Names of witnesses present
• Any written communications about the meetings

Save emails, meeting invitations, handouts, or other materials related to these incidents. Take notes as soon as possible after any relevant conversations or meetings while the details are fresh in your memory.

Report Internally When Safe

If your company has an HR department or internal complaint process, consider reporting the violation internally. However, only do this if you believe you can report safely without facing immediate retaliation. Some employers may respond appropriately to internal complaints, while others may escalate their problematic behavior.

Seek Legal Counsel

Contact an experienced California employment attorney who understands the Worker Freedom from Employer Intimidation Act. Legal counsel can help evaluate your situation, advise you about your rights, and determine the best course of action for your specific circumstances.

An employment lawyer can also help you navigate the complaint process and ensure you meet all necessary deadlines for filing claims. Having legal representation early in the process often leads to better outcomes for employees.

Consider Filing a Formal Complaint

Depending on your situation, you may need to file a complaint with a state agency or pursue a private lawsuit. Your attorney can help determine which option makes the most sense based on your specific circumstances and goals.

How Fraigun Law Group Helps California Workers

Marina Kats Fraigun has spent decades protecting the rights of California employees who face workplace discrimination, retaliation, and other violations of their legal rights. Based in Sherman Oaks, Fraigun Law Group serves workers throughout Los Angeles, the San Fernando Valley, and surrounding areas who need strong legal representation in employment matters.

The firm’s approach focuses on understanding each client’s unique situation and developing strategies that protect their interests while pursuing the best possible outcome. Whether dealing with wrongful termination, workplace retaliation, harassment, discrimination, or violations of California’s wage and hour laws, Fraigun Law Group provides the responsive, results-driven representation that workers need.

Marina Fraigun‘s experience with California employment law includes handling complex retaliation cases where employers have punished workers for exercising their legal rights. This background provides valuable insight into how the new Worker Freedom from Employer Intimidation Act will likely be interpreted and enforced.

The firm understands that employment law violations can have devastating effects on workers and their families. That’s why Fraigun Law Group takes a compassionate approach to client representation while being prepared to pursue aggressive litigation when employers refuse to respect their workers’ rights.

For employees in the greater Los Angeles area who believe their employer has violated the Worker Freedom from Employer Intimidation Act, Fraigun Law Group offers the knowledge and experience needed to hold employers accountable and protect workers’ rights under this important new law.

Frequently Asked Questions

Protecting Your Rights in the Workplace

California’s Worker Freedom from Employer Intimidation Act represents a significant step forward in protecting employees from workplace coercion. By understanding your rights under this law, you can better recognize when employers cross the line from legitimate business communication to illegal pressure tactics.

The law ensures employees don’t have to choose between their jobs and personal convictions. Whether involving political discussions, religious pressure, or anti-union messaging, workers now have clear legal protections against employer overreach.

However, having rights requires the ability to enforce them. By understanding your protections and knowing when to seek help, you can ensure your workplace respects appropriate boundaries between personal beliefs and professional responsibilities.

Get Legal Help for Workplace Rights Violations

If your employer is pressuring you to attend political or religious meetings or retaliates when you say no, you may have a legal claim under California’s new law. Contact Fraigun Law Group today for a confidential consultation and find out how we can help you protect your rights.