As a reminder for California employers:
- Statewide Special Election: November 4, 2025.
- Post the “Time Off to Vote” notice by October 25, 2025 (at least 10 days before Election Day).
- Employees may take up to two hours of paid time off to vote if they lack sufficient time outside work.
- Poll hours: 7:00 a.m. – 8:00 p.m.
- Notices must be posted in a visible location or emailed to remote staff. Multilingual versions are available from the California Secretary of State.
Key Voting Dates for 2025:
- Last day to register: October 20
- Ballots mailed: October 6
- Drop-off locations open: October 7
- Early voting begins: October 25
- Ballots must be postmarked by November 4 and received by November 12.
Looking Ahead:
- Primary Election: June 2, 2026.
- Post notice by: May 23, 2026
- Registration deadline: May 18
- Ballots mailed: May 4
- Drop-off opens: May 5
- Early voting starts: May 23
For additional information:
- California 2025 Statewide Special Election
- California 2026 California Primary
- California – Download the Notices
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.