A California job description should be as specific as possible, clearly defining the role’s essential functions, required education and experience, and expectations for both the employee and employer[1]. While there are no legal requirements dictating what must be included in a job description, it’s strongly recommended to ensure accuracy and specificity, especially for compliance with state and federal regulations. For example, if the employer has five or more employees, the job description should comply with the California Fair Employment and Housing Act (FEHA). For employers with fifteen or more employees, it must also comply with the Americans with Disabilities Act (ADA), clearly outlining the essential physical and mental functions of the role to support decisions about reasonable accommodations[1].
Effective January 1, 2025, significant updates apply to job postings in California. Employers can only require a valid driver’s license in a job advertisement if driving is an “essential function” of the job and using other forms of transportation would not be comparable in travel time or cost. This change aims to prevent discrimination against candidates without driver’s licenses and encourages accurate reflection of actual job requirements[3][5][7].
Employers should include a detailed list of essential functions, qualifications, and any physical requirements in the job description. If a job offer is conditioned on a criminal background check (such as in Los Angeles County), the job posting must list all “material job duties” that may be affected by an applicant’s criminal history and any other review criteria, such as employment or education history[7]. Regular reviews of job descriptions are crucial to ensure their ongoing accuracy and compliance with changing state law[1][3].
In summary, a comprehensive California job description typically contains:
- Job title and summary
- List of essential job functions
- Education, experience, and skill requirements
- Physical or other specific requirements (e.g., whether driving is essential)
- Expectations and performance standards
- Compliance statements for relevant laws (FEHA, ADA, etc.)
- Potential background check conditions and other selection criteria (where applicable)