A California job description should be as specific as possible and typically includes a summary of the position, a list of essential functions, required education and experience, required skills, and any physical demands or work environment specifics[1]. Its purpose is to clarify expectations for both the employer and the employee, supporting fair and effective hiring, performance management, and compliance with labor laws[1].
While there are generally no strict legal requirements for the content of a job description itself, it becomes a crucial tool for demonstrating compliance with laws such as the California Fair Employment and Housing Act (FEHA) if you have 5 or more employees, and the Americans with Disabilities Act (ADA) if you have 15 or more employees[1]. These laws require you to identify and document the essential functions of a job, which are necessary for evaluating reasonable accommodation requests.
Starting January 1, 2025, new California law restricts employers from stating a valid driver’s license as a job requirement in postings or descriptions—unless driving is truly an essential function of the job and alternative transportation would not be feasible in terms of time or cost to the employer[3][5][7]. This rule reinforces the importance of regularly reviewing and updating job descriptions to ensure they accurately reflect the current needs and real requirements of a position.
Key components typically found in a California job description include:
- Job Title and Department
- Position Summary – a concise overview of the role
- Essential Duties and Responsibilities – core job functions required for the position
- Required Qualifications – education, certifications, and experience needed
- Preferred Qualifications (optional)
- Skills and Abilities
- Physical Requirements – any lifting, standing, driving, etc., required
- Work Environment – office, remote, field work, etc.
For positions in Los Angeles County, job postings involving background checks must also include a list of all “material job duties” that may be affected by an applicant’s criminal history[7].
Employers are advised to regularly review and update job descriptions and postings to ensure compliance with changing laws, clarity for candidates, and to support fair employment practices[1][3].