Cal. Codes » Government Code / TITLE 2. GOVERNMENT OF THE STATE OF CALIFORNIA / DIVISION 3. EXECUTIVE DEPARTMENT / PART 2.8. CIVIL RIGHTS DEPARTMENT / CHAPTER 7. Enforcement and Hearing Procedures / ARTICLE 1. Unlawful Practices
California Codes

Cal. Government Code § 12964.5 (2026)

✓ current as of May 2026
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(a)(1)It is an unlawful employment practice for an employer, in exchange for a raise or bonus, or as a condition of employment or continued employment, to do either of the following:

(A)(i)For an employer to require an employee to sign a release of a claim or right under this part.

(ii)As used in this subparagraph, “release of a claim or right” includes requiring an individual to execute a statement that the individual does not possess any claim or injury against the employer or other covered entity, and includes the release of a right to file and pursue a civil action or complaint with, or otherwise notify, a state agency, other public prosecutor, law enforcement agency, or any court or other governmental entity.

(B)(i)For an employer to require an employee to sign a nondisparagement agreement or other document to the extent it has the purpose or effect of denying the employee the right to disclose information about unlawful acts in the workplace.

(ii)A nondisparagement or other contractual provision that restricts an employee’s ability to disclose information related to conditions in the workplace shall include, in substantial form, the following language: “Nothing in this agreement prevents you from discussing or disclosing information about unlawful acts in the workplace, such as harassment or discrimination or any other conduct that you have reason to believe is unlawful.”

(2)Any agreement or document in violation of this subdivision is contrary to public policy and shall be unenforceable.

(b)(1)(A)It is an unlawful employment practice for an employer or former employer to include in any agreement related to an employee’s separation from employment any provision that prohibits the disclosure of information about unlawful acts in the workplace.

(B)A nondisparagement or other contractual provision that restricts an employee’s ability to disclose information related to conditions in the workplace shall include, in substantial form, the following language: “Nothing in this agreement prevents you from discussing or disclosing information about unlawful acts in the workplace, such as harassment or discrimination or any other conduct that you have reason to believe is unlawful.”

(2)Any provision in violation of paragraph (1) is against public policy and shall be unenforceable.

(3)This subdivision does not prohibit the inclusion of a general release or waiver of all claims in an agreement related to an employee’s separation from employment, provided that the release or waiver is otherwise lawful and valid.

(4)An employer offering an employee or former employee an agreement related to that employee’s separation from employment as provided in this subdivision shall notify the employee that the employee has a right to consult an attorney regarding the agreement and shall provide the employee with a reasonable time period of not less than five business days in which to do so. An employee may sign such an agreement prior to the end of the reasonable time period as long as the employee’s decision to accept such shortening of time is knowing and voluntary and is not induced by the employer through fraud, misrepresentation, or a threat to withdraw or alter the offer prior to the expiration of the reasonable time period, or by providing different terms to employees who sign such an agreement prior to the expiration of such time period.

(c)As used in this section, “information about unlawful acts in the workplace” includes, but is not limited to, information pertaining to harassment or discrimination or any other conduct that the employee has reasonable cause to believe is unlawful.

(d)(1)This section does not apply to a negotiated settlement agreement to resolve an underlying claim under this part that has been filed by an employee in court, before an administrative agency, in an alternative dispute resolution forum, or through an employer’s internal complaint process.

(2)As used in this section, “negotiated” means that the agreement is voluntary, deliberate, and informed, the agreement provides consideration of value to the employee, and that the employee is given notice and an opportunity to retain an attorney or is represented by an attorney.

(e)This section does not prohibit the entry or enforcement of a provision in any agreement that precludes the disclosure of the amount paid in a severance agreement.

(f)This section does not prohibit an employer from protecting the employer’s trade secrets, proprietary information, or confidential information that does not involve unlawful acts in the workplace.

Notes of Decisions
Cited in 6 cases (5 in the last 5 years), 2020–2025 · leading case: Cleveland v. Ludwig Inst. for Cancer Rsch. Ltd. (S.D. Cal. 2022).
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Cleveland v. Ludwig Inst. for Cancer Rsch. Ltd. (S.D. Cal. 2022). · cites it 4× “3 California Government Code § 12964.5 makes it an unlawful employment practice 4 for an employer, as a condition of continued employment, to “require an employee to 5 sign a release of a claim or right [under the FEHA]” or a “nondisparagement agreement 6 or other document to…”
Marcie Hamilton v. JUUL Labs, Inc. (N.D. Cal. 2020). · cites it 2× “Government Code Section 12964.5 5 Ms. Hamilton argues that the Severance Agreement violated Government Code section 6 12964.”
Marcie Hamilton v. JUUL Labs, Inc. (N.D. Cal. 2021). “5) or other third parties (to the extent permitted by 22 Government Code § 12964.5), except when the employee’s knowledge of the information arises solely from communications 23 protected from disclosure by Defendant’s attorney-client privilege.”
O'Connell v. Celonis, Inc. (N.D. Cal. 2022). “UCL Claim 16 O’Connell alleges that Celonis violated the “unlawful” prong of California’s Unfair 17 Competition Law based on the statutory and common law violations alleged above and also by 18 violating two additional statutory provisions: (1) California Government Code section…”
Brooks v. Jason J. Emer, MD, P.C. CA2/7 (Cal. Ct. App. 2025). “In opposition Brooks argued the arbitration agreement was unenforceable because it was not signed by JEMD and Insperity and it violated FEHA’s prohibition against pre-employment releases of claims (Gov. Code, § 12964.5). Brooks also argued the agreement was procedurally and…”
Salter (E.D. Cal. 2025). “) 12 Plaintiff brought nine causes of action with the Individual Defendants named in 13 Plaintiff’s claims for race discrimination in violation of FEHA (all Individual Defendants), 14 disability discrimination in violation of FEHA (Defendants Carney and Maruta), 15 disability…”
— Cal. Government Code § 12964.5(a)(1)(A) — 1 case
Cleveland v. Ludwig Inst. for Cancer Rsch. Ltd. (S.D. Cal. 2022). “3 California Government Code § 12964.5 makes it an unlawful employment practice 4 for an employer, as a condition of continued employment, to “require an employee to 5 sign a release of a claim or right [under the FEHA]” or a “nondisparagement agreement 6 or other document to…”
— Cal. Government Code § 12964.5(d)(1) — 1 case
Cleveland v. Ludwig Inst. for Cancer Rsch. Ltd. (S.D. Cal. 2022). “3 California Government Code § 12964.5 makes it an unlawful employment practice 4 for an employer, as a condition of continued employment, to “require an employee to 5 sign a release of a claim or right [under the FEHA]” or a “nondisparagement agreement 6 or other document to…”
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