California Pay Transparency Requirements
Rules reviewed October 13, 2026 against official sources.
California generally requires a pay scale — a good-faith estimate of the salary or hourly range the employer reasonably expects to pay for the position upon hire — in job postings for employers with 15 or more employees (at least one in California). Benefits descriptions and application deadlines are not required. (SB 1162 eff. 1/1/2023; pay-scale definition refined by SB 642 eff. 1/1/2026.)
- ✓Pay range or salary figure
- —General description of benefits (not required)
- —Application deadline (not required)
This tool provides general information about job-posting requirements, not legal advice. The summaries are compiled from enacted state laws and official state sources by the site operator, not by an attorney. Laws change and vary by locality and employer size, and this summary isn't exhaustive. Before relying on it, confirm the current rule for your situation with California Department of Industrial Relations (the agency that publishes the rule, free to contact) or an employment attorney. Spot an error? Let us know. Data last reviewed October 13, 2026.
What happens if a posting doesn't comply?
$100–$10,000 per violation.
Penalty schedules change; this is a summary, not legal advice.
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Frequently asked questions
Does this apply to remote job postings?
Generally, yes — most pay transparency laws, including California's, apply based on whether the role could be filled by someone located in the state, not where the employer is headquartered. A remote posting open to applicants in California is typically covered. Verify this against your specific situation with California Department of Industrial Relations.
Does this apply to my company regardless of size?
Not always — some states only apply these requirements once an employer reaches a minimum number of employees, and that threshold isn't uniform across states. Check the current employer-size threshold, if any, with California Department of Industrial Relations before assuming your company is or isn't covered.
What happens if a posting doesn't comply?
Penalties vary by state and can range from a warning on a first violation to escalating civil fines for repeat or willful non-compliance. California Department of Industrial Relations publishes current enforcement details and penalty amounts.
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