Since the passage of the 2022 Pay Transparency Act in the California Senate, employers with 100 or more workers and companies with 100 or more labor contractors that operate or hire in California have been required to comply with new requirements for Pay Data Reporting. Looking Ahead: Pay Data Reporting Deadlines The deadline to report your Pay Data for the reporting year 2023 is Wednesday, May 8, 2024. The deadline for filing Pay Data Reports for any reporting year will always be the second Wednesday of May the following year. Failure to report by this date still carries some hefty penalties, including:  A fine of up to $100 per employee for failure to file your annual Pay Data Report A fine of up to $200 per employee for subsequent failures to file annual Pay Data Reports New Updates to Pay Data Reporting California Senate Bill 1162 (SB 1162), the Pay Transparency Act, went into effect on January 01, 2023. This included additional requirements for the Califor

In September of 2022, California Governor Gavin Newsom signed into law Senate Bill 1162, also known as SB 1162, the Pay Transparency Act, which went into effect on January 1 of this year. This new pay transparency law adds new requirements for payroll, hiring, and recruiting in the state of California. SB 1162 sets new expectations for businesses operating and hiring in the state of California regarding pay scale and pay data reporting, making adherence to the new requirements especially important for payroll, hiring, and recruiting. This new development highlights the ever-changing nature of the landscape of California employment law and the importance of having HR support specialists who focus on these California requirements on your side. How California Expands Pay Transparency Requirements In an earlier blog post, we looked into the key points from SB 1162, namely its new requirements for pay scale and pay data reporting. For hiring and recruiting personnel, the former is most pert

With the passage of California Senate Bill 1162 (SB 1162), the Pay Transparency Act, in September of 2022, businesses that operate in or hire out of California have new requirements to meet for payroll reporting. This new law, which went into effect on January 1, 2023, sets new standards for Pay Data Reporting (PRD) to help businesses better identify existing pay disparities and prevent potential pay disparities for employees based on race, ethnicity, sex, and other protected characteristics. The Pay Transparency Act is a further evolution of California’s existing pay data reporting law—a law that is important for any business located in California or hiring out of California to understand. California business law can be complex and difficult to navigate, so we’ll break down the basics of California pay data reporting laws, including what’s changed since SB 1162 went into effect. What is CA Pay Data Reporting? In 2020, California enacted its first pay data law,

Under California law, private employers with 100 or more employees (with at least one employee in California) are required to submit a report with aggregate pay data to the Department of Fair Employment and Housing (DFEH) with information about their employees’ gender, race, and ethnicity in various job categories. The report will cover the previous calendar year of 2021. The DFEH has updated its Pay Data Reporting guidance for the 2021 California Pay Data Report and set the reporting deadline for April 1, 2022. There are a number of key differences in this year’s reporting requirements. There are 5 key changes to the 2021 California Pay Data Report: A New Due Date: The 2021 Pay Data Report is now due on April 1, 2022. Updated Pay Bands: The Bureau of Labor Statistics has updated the wage intervals (aka pay bands) from those used in last year’s collection. A chart with the updated values can be found on page 6 of the Pay Data Reporting User Guide. A link to this is lo