San Bernardino Employers: Top 5 Compliance Mistakes to Avoid in 2025
San Bernardino employers face a shifting landscape of legal and regulatory requirements as we move deeper into 2025. Staying compliant is not just about avoiding costly fines—it’s about building trust with employees, maintaining smooth operations, and positioning your business for growth. However, many employers in San Bernardino inadvertently make compliance mistakes that can jeopardize their businesses. Understanding and steering clear of these common pitfalls can save valuable time, money, and reputation.
Here are the top five compliance mistakes San Bernardino employers should avoid in 2025 to ensure their workplace is legally sound and well-structured.
1. Neglecting Updates on Wage and Hour Laws
One of the most frequent compliance errors involves misunderstanding or ignoring changes to wage and hour regulations. In California, including San Bernardino, the laws governing minimum wage, overtime, meal and rest breaks, and pay transparency are continually evolving. Employers sometimes fail to adjust employee classifications, update payroll systems, or communicate changes adequately.
For instance, California has a history of incrementally raising the minimum wage, indexed to inflation or legislative mandates. San Bernardino employers who do not promptly implement these wage rates risk back pay liabilities, penalties, and damaged employee relations. Beyond wage rates, California’s strict meal and rest break requirements can lead to significant penalties if mishandled—especially if employers do not maintain proper records or schedule breaks accordingly.
Tip: Continuously monitor regulatory updates, collaborate with payroll experts, and conduct regular internal audits to stay ahead.
2. Inadequate Employee Classification Practices
Misclassifying employees as independent contractors is another common mistake with severe legal consequences. San Bernardino employers, like those throughout California, must carefully differentiate between employees and contractors based on multiple factors such as control over work, method of payment, and permanence of the relationship.
The state’s implementation of the ABC test means that unless all three criteria are met, a worker should be classified as an employee. Improper classification can result in penalties relating to unpaid wages, payroll taxes, benefits, and workers’ compensation coverages.
Tip: Review job roles periodically with legal counsel or HR specialists to ensure accurate classification. Implement clear agreements and documentations to reflect the true nature of working relationships.
3. Failure to Comply with Anti-Discrimination and Harassment Training Requirements
California mandates that employers with five or more employees provide harassment prevention training. San Bernardino employers who overlook this training requirement or do not conduct it within prescribed timelines expose themselves to increased liability risks.
The state recently expanded its anti-discrimination and harassment prevention policies to emphasize inclusive workplaces and prompt reporting of complaints. Training programs must be interactive, cover a broad range of prohibited behaviors, and be conducted regularly.
Tip: Implement a training schedule that aligns with state laws and document employee attendance. Tailored sessions that reflect your workplace’s diversity and challenges can be more effective in fostering a positive culture.
4. Ignoring Updated Leave and Accommodation Laws
Employers in San Bernardino must keep pace with changes to federal, state, and local leave laws, as well as reasonable accommodation requirements for disabilities and religious practices. The state’s family leave, sick leave, and paid time off regulations can be intricate, especially when compounded by additional local ordinances.
Failure to correctly administer leave policies—such as California’s Paid Family Leave or the California Family Rights Act—can trigger compliance violations. Additionally, employers must carefully evaluate accommodation requests and engage in the interactive process to comply with the Americans with Disabilities Act and California’s Fair Employment and Housing Act.
Tip: Update employee handbooks regularly, train managers on leave handling, and maintain accurate records. Consultation with legal experts can resolve ambiguous cases and avoid potential discrimination claims.
5. Overlooking Workplace Safety and COVID-19 Protocol Updates
Even as the pandemic wanes, workplace safety remains a priority under Cal/OSHA regulations. Employers must stay informed about changes involving COVID-19 protocols, vaccination policies, and respiratory protection rules. Noncompliance can lead to citations, increased scrutiny, and vulnerable employee health.
Aside from pandemic-specific measures, general workplace safety obligations, including injury and illness prevention programs, must be rigorously maintained. Failure to implement or update these programs jeopardizes employee well-being and company compliance status.
Tip: Regularly review Cal/OSHA guidelines, hold safety training sessions, and ensure that safety equipment is available and functional. Consider appointing a safety officer or team responsible for ongoing compliance.
Conclusion
San Bernardino employers who anticipate and mitigate these top five compliance mistakes will be better positioned to navigate the complex regulatory environment in 2025. Staying informed, proactive, and transparent with employees fosters a workplace culture that values compliance and respect. Investing in training, consulting with specialists, and routinely reviewing policies are essential steps toward avoiding costly legal pitfalls and supporting long-term business success in San Bernardino.
Remember, compliance is a continuous process, not a one-time checklist. By prioritizing these areas today, San Bernardino employers can confidently face the challenges of tomorrow.
