Effective July 1, 2025, through Senate Bill 1350 (SB 1350), California extended important new workplace protections for household workers (domestic workers) employed by businesses. These protections apply Cal/OSHA health and safety requirements to workers such as housecleaners, childcare providers, gardeners, and cooks (just to name a few). These new standards are applicable to businesses that supply such workers, but not to private households or individuals.
Under SB 1350, businesses providing services such as housecleaning and landscaping will be required to follow the health and safety requirements under Cal/OSHA. These businesses, including third-party agencies, must treat domestic work environments like any other regulated workplace.
SB 1350 does not apply to private homeowners who hire help directly for typical household tasks such as cleaning, caregiving, or cooking, publicly funded programs such as In-Home Supportive Services (“IHSS”), or a family day care home as defined under California Health & Safety Code section 1596.78.
Companies covered by SB 1350 will need to have a written California-compliant Injury and Illness Prevention Program (commonly referred to as an “IIPP”) that addresses the specific risks in domestic settings. They will also need to regularly inspect work environments for hazards, provide safety training in a language the worker understands, and ensure that all tools are safe for use. Employers must also supply personal protective equipment where needed and keep safety records in line with Cal/OSHA mandates.
This reflects California’s continued effort to extend occupational safety protections to agency-based domestic workers. If your business provides in-home services, including caregiving, or hires domestic workers (including through a staffing agency), it is important to understand your responsibilities under this new law.
For more details, please review the Cal/OSHA Fact Sheet provided here. You are also encouraged to contact the attorneys at LightGabler LLP for guidance and assistance with navigating SB 1350’s requirements and ensuring full compliance.
For questions about employment law issues, contact the attorneys at LightGabler LLP.
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