Overview
- Effective Jan. 1, 2026, SB 642 requires job postings to list a good‑faith pay range upon hire and expands equal pay enforcement to cover all forms of compensation with a three‑year filing window and up to six years of back pay.
- SB 464 mandates court‑imposed penalties for missed pay‑data reports when sought by the Civil Rights Department starting in 2026, requires separate storage of demographic data, and expands reporting to 23 SOC‑based job categories in 2027.
- SB 294 compels a stand‑alone worker‑rights notice using a Labor Commissioner template by Feb. 1, 2026, and requires systems to notify an employee’s designated contact if arrested or detained at work by March 30, 2026.
- SB 513 broadens employee access to personnel files to include education and training records with specified details, with retention for at least three years after employment ends.
- AB 692 prohibits most repayment provisions tied to separation from employment, allows narrow exceptions such as certain tuition and sign‑on bonus arrangements, and makes offending terms void with damages available.