Starting January 1, 2025, California’s SB 1100 requires employers to rethink how they include driver’s license requirements in job postings.

Key points:

🚗 Essential Function? A license can only be required if driving is essential for the role (for example, bus driver or police officer).

🚶‍♂️Task Alternatives? Can tasks be completed without requiring employees to drive (for example, using catering delivery services instead of staff driving for lunch pickups)? Employers must provide justification if driving rather than alternatives is required.

This law encourages employers to explore options to reduce unnecessary employment barriers.

RGS is here to help with:

✅ Job description reviews—Make sure requirements reflect actual job needs.
✅ Policy updates—Develop compliant hiring practices tailored to your agency.
✅ Task alternative evaluation—Understand the costs and benefits of optional ways for your team to accomplish work goals.

Questions?

Contact RGS Human Resources Service Line Lead Fanni Acosta
📧 facosta@rgs.ca.gov | 📞 650-587-7303