SB 1350 and Protecting Domestic Service Workers:
Frequently Asked Questions

Cal/OSHA, officially known as the Division of Occupational Safety and Health (DOSH), is the California state agency responsible for enforcing worker safety and health standards. It operates under the Department of Industrial Relations.

Cal/OSHA's main responsibilities include:

  • Enforcing workplace safety and health regulations,
  • Conducting inspections to ensure compliance with safety laws, and
  • Providing free training and consultation services to employers and employees.

Title 8 of the California Code of Regulations is the main body of workplace safety and health regulations that Cal/OSHA enforces. The regulations, which describe what employers must do to protect workers, cover a wide variety of workplace safety issues, including:

  • Toxic Chemicals & Substances
  • Machine Hazards
  • Heat Illness Prevention
  • Electrical Hazards
  • Repetitive Motion Injuries

Visit the Cal/OSHA website to find out which standards may apply to your workplace.

In 2024, the California Legislature enacted and Governor Newsom signed into law Senate Bill 1350 (SB 1350). Effective July 1, 2025, SB 1350 extends protections under California's Occupational Safety and Health Act to workers who are employed by a business to perform household domestic services, and in certain circumstances, workers employed by private households.

As of July 1, 2025, businesses that employ household domestic service workers on a temporary or permanent basis will be treated as employers for purposes of Title 8 unless one of these exceptions applies:

  • The work is publicly funded, in whole or in part, including by In-Home Supportive Services (IHSS).
  • The work is performed in and for a licensed family day care home.

Examples of businesses that will be covered as of July 1, 2025 include housecleaning companies and homecare agencies.

SB 1350 contains exceptions for:

  • Work that is publicly funded, in whole or in part, including by In-Home Supportive Services (IHSS),
  • Work that is performed in or for a licensed family daycare home, and
  • Private households (i.e., homeowners) that directly hire workers to perform "ordinary household domestic tasks." Ordinary household domestic tasks include housecleaning, cooking, and caregiving.

Private households (i.e., homeowners) that directly hire workers to perform work other than "ordinary household domestic tasks," including housecleaning, cooking, and caregiving, might come under the coverage of Title 8 if the worker is an employee of the household and not an independent contractor, based on application on the ABC Test.

Examples of work that might result in application of Title 8 include:

  • Painting exterior of a home,
  • Pool maintenance work that requires a license, such as work on pumps, filters, heaters, or electrical parts (switches, breakers, lights),
  • Re-roofing a house,
  • Home construction or remodeling such as adding a room onto a house or building an accessory dwelling unit, and
  • Mold and fire remediation and clean-up.

As was the case prior to SB 1350, work performed on properties that are used for the purpose of rental income and are not a homeowner's residence, and work performed to build a residence, are not exempt from Title 8 coverage.

Some work performed at a home may require a license. Homeowners should check the Contractors State License Board (CSLB) website before starting work.

If a homeowner hires a licensed contractor, the contractor is typically considered the employer responsible for complying with Title 8 regulations, including worker safety, injury prevention, and training. A contractor's license can be verified on the CSLB website.

If a homeowner hires an individual to perform work that requires a CSLB license, and the individual does not have a license, then the individual is considered an employee covered by Cal/OSHA regulations. In such cases, the homeowner may come under the coverage of Title 8. A CSLB license is generally required for work that involves construction, demolition, excavation, and tree trimming above certain heights.

There is an exemption from all CSLB licensing requirements for work that is less than one thousand dollars ($1,000). Individuals may perform projects without a license, if:

(1) the aggregate cost of the project, including labor, materials, etc., is valued at $1,000 or less,
(2) the work does not require a building permit, and
(3) the unlicensed person does not hire other workers.

The exemption does not apply if the minor work is part of a larger project. For example, if a homeowner is remodeling a kitchen for a total cost of $6,000 and sublets the flooring work for $300, the individual hired to do the flooring work would require a license because the overall cost of the project is over $1,000.

Employers have a responsibility to provide a safe workplace. Under Title 8, key employer responsibilities include but are not limited to the following:

  • Establishing, implementing, & maintaining an effective injury and illness prevention program (IIPP),
  • Inspecting workplace(s) to identify, evaluate, and correct hazards that can hurt workers,
  • Making sure employees have, use, and properly maintain safe tools and equipment,
  • Using signs and labels to warn workers of hazards,
  • Providing and paying for personal protective equipment (PPE) when mandated by law,
  • Updating operating procedures to meet safety standards, and
  • Reporting serious workplace injuries or fatalities immediately to Cal/OSHA.

An employee has the right to the following:

  • Safe and healthful working conditions,
  • Training from their employer on workplace hazards and workers' rights,
  • Ask their employer for information about Cal/ OSHA standards, worker injuries and illnesses, job hazards, and workers' rights,
  • Request access to their employer's Injury and Illness Prevention Program (IIPP),
  • Ask their employer to correct hazards or unsafe conditions, and
  • File a complaint with Cal/OSHA regarding violations of Title 8 or any workplace hazards.

California law requires employers to have and maintain an effective Injury and Illness Prevention Program (IIPP) that includes:

  • Procedures for identifying and evaluating workplace hazards, such as periodic inspections,
  • Specific methods and procedures for correcting workplace hazards in a timely manner,
  • Training and instruction for employees and their supervisors on safe work practices, and
  • An effective system for communicating with workers about safety and health matters.

For more information about additional required IIPP elements, please visit https://www.dir.ca.gov/title8/3203.html.

If you are concerned about unsafe working conditions, you can report the issue to Cal/OSHA. Cal/OSHA will keep your name confidential unless you request otherwise. You can file a complaint by emailing, calling or visiting a Cal/OSHA district office that serves the location of your job. To find your local office and learn more about the reporting process, visit https://www.dir.ca.gov/dosh/complaint.htm. For more information, you can also contact the Cal/OSHA Call Center at 833-579-0927, Monday through Friday, from 9:00 AM to 7:00 PM.

Cal/OSHA protects the safety and health of all workers in California regardless of immigration status. The agency does not ask about a worker's immigration status during inspections, consultations, or enforcement activities. Cal/OSHA does not enforce immigration laws and will not report workers to U.S. Immigration and Customs Enforcement (ICE) or any other immigration authority.

Yes. It is illegal for an employer to threaten, fire, demote, or suspend an employee for reporting hazards to an employer, filing a complaint with Cal/OSHA, refusing to work under unsafe conditions, or participating in a Cal/OSHA investigation or appeal. If an employer retaliates against an employee, the employee has the right to file a complaint with the California Labor Commissioner.

Cal/OSHA offers a variety of resources to help employers maintain safe workplaces and comply with Title 8 including:

  • Consultation Services: Cal/OSHA provides free safety and health assistance to employers, including on-site visits, partnership programs, telephone support, educational outreach, and access to educational materials.
  • Educational Materials: A wide range of publications (e.g., guides, fact sheets, and manuals) are available for download or can be picked up at local Cal/OSHA offices. These materials cover various topics to help employers understand and comply with safety regulations.
  • Training Requirements: Cal/OSHA provides detailed information on mandatory training and instruction requirements contained in the Construction Safety Orders and General Industry Safety Orders of Title 8.
  • Regulation Search Tools: Employers can search for specific Title 8 regulations using tools provided by Cal/OSHA, aiding in understanding and compliance.

To access these resources, visit our website at https://www.dir.ca.gov/dosh/.

SB 1350 exempts household domestic service work that is publicly funded. This includes situations where the household domestic services are paid for, in whole or in part, by public programs such as the In-Home Supportive Services program.

SB 1350 contains an exception for private households who directly hire a worker to perform "ordinary household domestic tasks." Ordinary household domestic tasks include housecleaning, cooking, and caregiving. For example, if an individual hires a housecleaner to clean their home or apartment, SB 1350's exception would apply to that household.

Under SB 1350, the third-party agency would be considered the employer for purposes of Title 8, unless the caregiving services are publicly funded, in which case the work would be exempt from Cal/OSHA's coverage. The private household who hired the caregiver to perform ordinary domestic household tasks, including housecleaning, cooking, and caregiving, would be exempt from Cal/OSHA's coverage.

If a homeowner hires a licensed contractor, the contractor is typically considered the employer and responsible for complying with Title 8 regulations, including worker safety, injury prevention, and training.

Homeowners can verify a contractor's license on the website of the Contractors State License Board (CSLB).