Why This Matters Now
In early 2026, a family in Monterey Park signs a lease for what seems like the perfect apartment—close to school, near grandparents, and within budget. As they walk through the kitchen, they notice something unusual for Los Angeles: a brand‑new refrigerator and stove already installed, no extra charge.
Across town, a woman going through a long, emotionally draining divorce sees a headline about a new “revival window” for adult sexual assault survivors. She wonders if it’s finally possible to do something about what happened to her at a former job years ago.
Meanwhile, a small‑business owner in the San Gabriel Valley flips through her old employment contracts and pauses at a clause that says employees must repay thousands in “training costs” if they leave before two years. She’s hearing that might be illegal starting in 2026—but she’s not sure what to do.
All three of these people are feeling the impact of new California laws taking effect in 2026. And all three issues—housing, personal safety, and work—are exactly where family life, business obligations, and the law intersect.
At Yang Law Offices, these are the kinds of situations we see every day. Our firm focuses on Family Law, Intellectual Property, Business Law, and Estate Planning, giving us a broad view of how one legal change in our state can ripple through a family, a business, and even an inheritance plan.
This article walks through three of the most impactful new California laws for 2026, plus a brief look at a few others that might matter to you.
What This Means in California
Each January, dozens of new laws quietly go into effect in California. Many are highly technical. But some directly change:
- What a “habitable” rental home must include,
- When adult survivors of sexual assault can bring civil lawsuits,
- What employers can and cannot put in their contracts,
- How wages and workplace data must be handled.
In 2026, several of these changes affect exactly the people Yang Law Offices serves most:
- Families renting or moving in Southern California,
- Survivors of abuse who are also navigating divorce, custody, or support,
- Small and family‑run businesses in California,
- Individuals with rental property or businesses inside their estate plans.
Below, we highlight three of the most significant changes—and then flag a few other 2026 laws worth having on your radar.
Law #1 – Housing: Fridge and Stove Now Required in Most Rentals (AB 628)
What AB 628 Does (in Plain English)
Starting January 1, 2026, most residential landlords in California will be required to provide:
- A working refrigerator, and
- A working stove (or other effective cooking appliance),
as part of the basic rental unit.
Historically, many California rentals—especially in parts of Los Angeles—were advertised as “kitchen ready” but did not include a refrigerator, and sometimes not even a stove. Tenants had to bring or buy their own appliances each time they moved.
AB 628 changes that by treating a functioning fridge and stove as part of the minimum habitability standard for most rental housing. A unit without these appliances could be considered legally “untenable” or uninhabitable, giving tenants stronger leverage under California’s landlord‑tenant laws.
Why This Matters for Families
For families, especially those with children, this change affects everyday life:
- Nutrition and safety: Refrigeration and cooking facilities are essential for safe food storage and healthy meals.
- Stability during transitions: When parents separate or divorce, one parent may need to move quickly into new housing. Knowing that a 2026 rental must include basic appliances can make that transition less expensive and more stable for the children involved.
- Custody implications: In contested custody or visitation disputes, a parent’s living environment—whether it’s safe, stable, and meets basic standards—can be scrutinized. A landlord’s failure to provide required appliances may now factor into whether a home is considered appropriate for children.
Why This Matters for Landlords and Property‑Owning Families
For small landlords and families who own rental property (whether in their own names, through an LLC, or inside a trust), AB 628 isn’t just about buying a fridge and stove once—it’s about long‑term compliance:
- Lease updates: Standard lease forms that say “tenant must provide their own refrigerator or stove” will need to be revised going forward.
- Budgeting and reserves: Landlords and trustees will need to budget for the purchase, maintenance, and replacement of these appliances as part of regular operating costs.
- Habitability disputes: Failing to provide or repair these appliances could expose owners to claims involving:
- Breach of the warranty of habitability,
- Tenant defenses to nonpayment of rent,
- Potential claims in personal‑injury or negligence cases if tenants resort to unsafe workarounds (like hot plates or makeshift cooking setups).
For estate planning clients, this affects how we advise on:
- Funding and managing rental properties inside trusts,
- Setting aside appropriate reserves to maintain legally compliant housing, and
- Educating successor trustees or heirs about their obligations as future landlords.
Law #2 – Justice Window for Adult Sexual Assault Survivors (AB 250)
What AB 250 Does
AB 250, often referred to as a “revival window” law, will create a special, time‑limited opportunity for some adult sexual assault survivors to bring civil lawsuits that would otherwise be blocked by the statute of limitations.
From January 1, 2026, through December 31, 2027, certain adult survivors may be able to file civil claims even if the normal deadline for suing has already expired—but only in specific circumstances, typically involving:
- Allegations that a private employer or other private entity engaged in a cover‑up of the assault or misconduct, such as:
- Hiding complaints,
- Failing to investigate known allegations,
- Retaliating against complainants,
- Using confidentiality or pressure to prevent reporting.
Public entities are generally excluded, but many private workplaces and organizations are not.
Why This Matters for Survivors in Family Law Contexts
At Yang Law Offices, we often represent clients who are:
- Going through divorce or custody disputes, and
- Also carrying the weight of past sexual abuse or assault—sometimes connected to an ex‑partner, sometimes to a workplace or organization.
AB 250 may open the door for some of these clients to:
- Seek financial accountability for older incidents that were previously time‑barred.
- Provide additional context and corroboration in family law cases involving:
- Domestic violence restraining orders (DVROs),
- Custody disputes where safety and history of abuse are central issues,
- Spousal support and property division when the survivor’s career or earning capacity was impacted by the assault or its cover‑up.
Emotionally, this is complex. Many survivors have intentionally worked hard to move forward. Learning that there is now a limited, two‑year legal window can bring up mixed feelings: the desire for closure or justice, alongside fear of retraumatization or public exposure.
A crucial point: AB 250 gives an option; it does not impose an obligation. Understanding what the law allows in your specific situation can help you decide, with full information, whether to pursue a claim, set it aside, or wait.
Why This Matters for Employers and Business Owners
For business owners—especially those in closely held or family‑run businesses—AB 250 has serious implications:
- Historical complaints that were once considered “resolved” may come back into play if there is any allegation of cover‑up or mishandling.
- Internal decisions related to:
- How harassment or assault complaints were handled,
- Use of broad non‑disclosure agreements,
- Failure to investigate or discipline,
may be re‑examined under a harsh spotlight.
Practically, this means employers may need to:
- Review old and current anti‑harassment and complaint‑handling policies,
- Consider how they document investigations and outcomes,
- Coordinate with experienced counsel to assess potential exposure and options for proactive risk management.
For estate and succession planning, potential AB 250 exposure can affect:
- The valuation of a business,
- Decisions about insurance coverage, and
- How ownership interests are transferred to heirs or held in trust.
Law #3 – New Employment & Pay Rules for California Businesses (AB 692 and Related Laws)
Several employment‑law changes arriving in 2026 will be particularly important for employers and employees in California. Together, they reshape what is allowed in employment contracts and how pay practices must be documented and reported.
AB 692 – Limits on “Stay‑or‑Pay” and Training Repayment Clauses
For years, some employers have used agreements that require employees to:
- Repay large “training costs” if they leave before a certain time, or
- Pay a penalty or fee if they resign within a specific period.
Starting in 2026, AB 692 will sharply restrict these kinds of “stay‑or‑pay” agreements when they effectively operate as:
- Noncompete clauses by another name, or
- Exit penalties that punish employees for leaving.
Under the new law, many such provisions will be unenforceable and could expose employers to lawsuits, including claims for statutory damages and attorneys’ fees.
For small businesses, this means:
- Standard offer letters and training agreements should be reviewed and updated,
- Any repayment provisions must be carefully evaluated to ensure they are not functioning as illegal penalties,
- Employers should consider other, lawful ways to retain employees, such as:
- Clear career paths,
- Bonuses tied to performance, not to “punishment” for leaving.
Pay‑Equity and Reporting Changes
Other 2026 measures will tighten California’s already strong rules on pay equity and wage enforcement, including:
- Clarifying definitions and standards in the state’s Equal Pay Act,
- Expanding pay‑data reporting requirements for larger employers,
- Increasing the consequences for employers who fail to pay wage awards or who persistently underpay employees.
The result will be more pressure on employers to:
- Maintain consistent, well‑documented pay structures,
- Regularly review compensation for possible disparities,
- Keep clear records that justify pay differences based on lawful factors.
For employees and for spouses in family law cases, those same records can:
- Make it easier to prove true income in child and spousal support matters,
- Reveal patterns of compensation that may have affected one spouse’s career trajectory (for example, long‑term pay inequity).
Other 2026 California Laws Worth Knowing
Beyond the three headline topics above, a few other 2026 laws may also affect everyday life:
Expanded Leave for Crime Victims
New rules expand job‑protected leave for employees who are:
- Victims of certain crimes, or
- Close family members of victims,
and who need time off for:
- Court proceedings (such as bail, plea, or sentencing hearings),
- Related legal appointments or meetings with law enforcement.
For domestic violence and sexual assault survivors, especially those also managing divorce or custody cases, these leave protections can make it more realistic to:
- Attend multiple court dates,
- Seek restraining orders,
- Cooperate with criminal investigations,
without risking their jobs.
Minimum Wage Increases
In 2026, California’s statewide minimum wage is scheduled to increase, and some local jurisdictions and specific industries (such as fast food or health care) may have even higher minimums.
This affects:
- Families and individuals working at or near minimum wage, whose take‑home pay may rise,
- Support calculations in family law cases, where one or both parties work hourly jobs,
- Small businesses, which may need to adjust pricing, staffing, or operations to absorb increased labor costs.
These examples are not exhaustive. But together, they show a clear trend: California continues to move toward stronger tenant protections, broader survivors’ rights, and more rigorous worker protections—all of which can intersect with family dynamics, business operations, and long‑term planning.
How These Laws Might Show Up in Your Life
You don’t have to memorize bill numbers or legal phrases. What matters is how these changes might show up in your actual day‑to‑day decisions:
- You’re renting or moving in 2026.
You find an otherwise great apartment, but the landlord tells you they don’t provide a fridge or stove. You’re not sure if that’s still allowed. You wonder whether pushing back will cost you the unit—or whether you now have the right to insist on those appliances. - You’re a survivor seeing headlines about a “revival window.”
You’ve tried to build a new life after an assault that happened years ago. Now you’re seeing articles about AB 250 and a limited window to file a civil claim. You’re asking yourself: “If I let this pass without at least talking to someone, will I regret it later?” - You run a small or family‑owned business.
Your standard contract says employees must repay training costs if they leave within a year. You’ve heard that might become illegal in 2026. You don’t want to be sued, but you also don’t want to throw out what you thought was a fair arrangement. - You’re in a divorce or custody case.
Your housing situation, your safety history, and your income are all under scrutiny. You’re trying to understand how these new laws—about habitability, survivors’ rights, and wage rules—might change what’s possible or how your case is viewed.
If any of this feels uncomfortably familiar, you’re not alone—and you’re not expected to sort it out on your own.
Let’s Talk—When You’re Ready
Yang Law Offices is a Southern California‑based firm led by Attorney Elizabeth Yang, a multi‑faceted attorney, entrepreneur, and elected official with over two decades of experience in law, engineering, and community leadership. The firm focuses on:
- Family Law
- Intellectual Property
- Business Law
- Estate Planning
A California native raised in the San Gabriel Valley, Elizabeth brings both technical training and lived experience—including overcoming her own high‑conflict divorce—to her work as an advocate for families, business owners, and individuals navigating complex legal transitions.
Because our practice spans family, business, and estate matters, we are uniquely positioned to help you understand how new 2026 laws may:
- Affect your housing and your children’s living arrangements,
- Shape your options as a survivor thinking about AB 250,
- Change your responsibilities as a small business owner or landlord,
- Impact your estate plan when it includes rental property or a closely held company
If you see your own situation reflected in any part of this article, you don’t have to make a decision today. But you can get clarity.
When you’re ready, you can talk with a California attorney who understands:
- The legal details of these new laws, and
- The human realities of how they show up in real families and real businesses.
We’re here to answer questions, walk through your options, and help you plan your next steps—at your pace.
Final Thought
Laws change every year. Your life, your family, and your business will keep changing too.
You don’t need to predict every legal shift. What you do need is the ability to pause, get informed, and decide what’s right for you with clear information and supportive guidance.
Whether you choose to act now, wait, or simply stay aware, you deserve to understand how these 2026 California laws might affect your world.
Disclaimer
This article is intended for informational purposes only and does not constitute legal advice. Reading this article does not create an attorney‑client relationship with Yang Law Offices or any of its attorneys. Laws may change, and how they apply can vary depending on your specific facts. For advice about your situation, consult a licensed California attorney.
Sources
AB 628 – Required Stove and Refrigerator in California Rentals (Effective 2026)
- Fast Eviction Service – “AB 628: What Landlords Must Know About the New Stove & Fridge Mandate”
Explains that AB 628 amends Civil Code §1941.1 to require a working stove and refrigerator in rental units; applies to leases entered into, renewed, or amended on or after January 1, 2026; details repair/recall timelines and exemptions.
https://www.fastevictionservice.com/blog/ab-628-what-landlords-must-know-about-the-new-stove-fridge-mandate/ - Mesa Properties – “Refrigerators Are Required For All California Rentals”
Property‑management explainer outlining that from January 1, 2026, landlords must provide a working refrigerator and stove as a condition of habitability for leases entered into, extended, or amended on or after that date, with discussion of tenant‑supplied refrigerators.
https://www.mesaproperties.net/blog/refrigerators-are-required-for-all-california-rentals - Uplift Property Management – “California’s AB 628: Mandatory Kitchen Appliances in Rental Units Effective 2026”
Summarizes how AB 628 adds stoves and refrigerators to Civil Code §1941.1’s habitability standards, notes application to new/renewed/amended leases beginning January 1, 2026, and lists exempt housing types and landlord compliance steps.
https://upliftpm.com/blog/california-ab-628-mandatory-kitchen-appliances-in-rental-units-effective-2026/ - Authority Property Management – “AB 628 & Landlords: What California’s New Appliance Law Means for You”
Breaks down the habitability change, recall‑repair timing, exemptions (SROs, residential hotels, supportive housing), and practical implications for landlords.
https://www.authoritypm.com/blog/ab-628-landlords-what-californias-new-appliance-law-means-for-you
AB 250 – 2026–2027 Revival Window for Adult Sexual Assault Claims
- California Courts Newsroom – “New law reopens statute of limitations for sex assault suits”
Confirms that AB 250, signed by Gov. Newsom, creates a two‑year window in 2026–27 for adult survivors of sexual assault to bring previously time‑barred civil claims, targeting cases involving institutional “cover‑ups” and excluding public entities.
https://newsroom.courts.ca.gov/news/new-law-reopens-statute-limitations-sex-assault-suits - Daily Journal – “New law reopens statute of limitations for sex assault suits” (reprint)
Legal news piece explaining that AB 250 establishes a two‑year window (2026–2027) for adult survivors to file time‑barred claims where there was an institutional cover‑up, and clarifying that the law applies to private‑sector defendants and excludes public entities.
(Paywalled; summary accessible via Daily Journal’s site.) dailyjournal.com - Proskauer Rose LLP – “California again resurrects stale sexual assault claims”
Employer‑side analysis noting that AB 250 amends CCP §340.16 to create a new revival window from January 1, 2026, through December 31, 2027, for time‑barred adult sexual assault claims, revives related claims (e.g., wrongful termination, harassment), and expressly excludes public entities.
https://www.proskauer.com/insights/california-again-resurrects-stale-sexual-assault-claims - Dordulian Law Group – “California AB 250: Complete Guide to the Sexual Assault Statute of Limitations Extension (2026–2027)”
Plaintiff‑side explainer confirming the effective date (Jan. 1, 2026), the two‑year revival window through Dec. 31, 2027, that AB 250 applies to adult survivors (18+), targets both perpetrators and institutions that engaged in cover‑ups, and revives related employment claims.
https://www.dlawgroup.com/blog/california-ab-250-complete-guide-sexual-assault-statute-limitations-extension-2026-2027/
AB 692 – Ban on “Stay‑or‑Pay” / Training Repayment Exit Penalties (Effective 2026)
- Fenton & Keller – “New Prohibition on ‘Stay or Pay’ Employment Contracts”
Describes AB 692’s ban (effective for contracts entered into on or after January 1, 2026) on requiring employees to repay a debt or pay penalties when employment ends; outlines exceptions (loan‑forgiveness, apprenticeships, transferable credentials, compliant retention bonuses) and notes private right of action with at least $5,000 in damages per worker plus attorneys’ fees.
https://fentonkeller.com/fk-articles/new-prohibition-on-stay-or-pay-employment-contracts/ - Vehicle Licensing Consultants – “AB 692: California’s New Stay‑or‑Pay Ban—What Trucking Companies Must Know”
Industry‑specific breakdown for trucking and logistics, summarizing prohibited repayment clauses, limited exceptions for transferable credentials and discretionary bonuses, and civil penalties (minimum $5,000 per affected worker, injunctive relief, attorneys’ fees).
https://www.im4trux.com/ab-692-californias-new-stay-or-pay-ban-what-trucking-companies-must-know/ - Altair Global – “Preparing for California AB 692 Compliance in Global Mobility Programs”
Discusses AB 692’s impact on relocation/repayment agreements, including requirements for separate contracts, five‑day review period, prorated repayment over a max two‑year retention period, no interest, and triggers limited to voluntary resignation or misconduct.
https://www.altairglobal.com/insights/preparing-for-california-ab-692-compliance-in-global-mobility-programs/ altairglobal.com - Total Package HR (LinkedIn) – “AB 692 — CA Stay-or-Pay / Training Repayment Ban”
HR‑focused summary confirming applicability to all California employers from January 1, 2026, describing prohibited repayment/fee terms at separation and outlining strict conditions for permissible tuition and retention/sign‑on bonus arrangements.
(Accessible via LinkedIn article search for “AB 692 — CA Stay-or-Pay / Training Repayment Ban”.)
[…] to be a negotiable amenity into a baseline habitability standard. Tenant‑side explainers on What This Means in California frame this as a nutrition and safety issue, emphasizing that refrigeration and […]