Overview
- SB 642 requires job postings to list a good‑faith pay range upon hire, expands what counts as wages to include bonuses, stock and benefits, and extends equal‑pay claims to a three‑year statute with up to six years of back pay.
- SB 464 tightens pay‑data reporting for employers with 100+ workers, making civil penalties mandatory upon Civil Rights Department action in 2026, requiring separate storage of demographic data, and expanding job categories from 10 to 23 in 2027; 2026 reports are due May 12.
- SB 294 mandates a stand‑alone “know your rights” notice to all employees by February 1, 2026, and requires systems to notify an employee’s designated contact if the worker is arrested or detained at work by March 30, 2026, with steep per‑employee penalties for violations.
- AB 692 bans most repayment requirements tied to employment separation, with narrow exceptions for certain tuition agreements, approved apprenticeships, and properly structured upfront discretionary bonuses, and allows workers to recover at least $5,000 plus fees.
- SB 513 expands personnel‑record access to include detailed education and training records, and requires employers to maintain copies of personnel records for at least three years after termination.