Does California require salary ranges in job postings?

Yes, for employers with 15 or more employees: a good-faith estimate of the pay range expected upon hire, in the posting itself (a link doesn't satisfy it). Benefits aren't required in the posting.

Do California's pay-scale rules apply to small employers?

The posting rule starts at 15 employees, but the on-request rules apply to every employer: applicants can request the pay scale, and any employee can request the scale for their own position — even at a 3-person company.

Does a remote job posting have to include a California pay range?

Per the Labor Commissioner's interpretation, yes if the position may ever be filled in California, in person or remotely. That reading comes from agency guidance rather than the statute's text, but it's the standard the enforcing agency applies.

What is California pay-data reporting?

Employers with 100+ U.S. employees (and one in California) file a demographic pay report with the Civil Rights Department each May. The 2025-year report was due May 13, 2026; starting May 2027 the job categories switch from the EEO-1 framework to 23 SOC occupation groups.

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California Pay Transparency Law (2026)

Verified as of July 14, 2026

Posting disclosure required?: Yes — pay range required in job postings (Labor Code § 432.3, via SB 1162; refined by SB 642 effective January 1, 2026)
Covered employers: 15+ employees for the posting rule. The on-request rules apply to ALL employers, with no size threshold.
What postings must include: The pay range — since January 1, 2026, "a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position upon hire." Benefits and bonuses are not required in the posting. A link or QR code does not satisfy the rule; the range goes in the posting itself.
Disclosure on request: Applicants get the pay scale on reasonable request; any current employee can request the scale for their own position. These duties apply to every employer regardless of size.
Promotion / internal notice: None — California has no internal promotion-posting mandate.
Remote positions: Per the Labor Commissioner's FAQ (agency interpretation, not statutory text): the posting rule covers any position that "may ever be filled in California, either in-person or remotely." Out-of-state employees count toward the 15 if at least one employee is in California.
Pay-data reporting: Yes — employers with 100+ U.S. employees (and at least one in California) file annual pay-data reports with the Civil Rights Department, due the second Wednesday of May (2025-year report was due May 13, 2026). SB 464 made non-filing penalties mandatory; reporting categories switch from EEO-1 to 23 SOC occupation groups starting with the May 2027 filing.
Penalties & enforcement: $100–$10,000 per violation (Labor Commissioner), with a first-violation safe harbor if all open postings are fixed. Workers can also sue directly for injunctive relief. Pay-data penalties: up to $100/employee (first failure), $200 (subsequent).

Frequently asked questions

Does California require salary ranges in job postings?: Yes, for employers with 15 or more employees: a good-faith estimate of the pay range expected upon hire, in the posting itself (a link doesn't satisfy it). Benefits aren't required in the posting.
Do California's pay-scale rules apply to small employers?: The posting rule starts at 15 employees, but the on-request rules apply to every employer: applicants can request the pay scale, and any employee can request the scale for their own position — even at a 3-person company.
Does a remote job posting have to include a California pay range?: Per the Labor Commissioner's interpretation, yes if the position may ever be filled in California, in person or remotely. That reading comes from agency guidance rather than the statute's text, but it's the standard the enforcing agency applies.
What is California pay-data reporting?: Employers with 100+ U.S. employees (and one in California) file a demographic pay report with the Civil Rights Department each May. The 2025-year report was due May 13, 2026; starting May 2027 the job categories switch from the EEO-1 framework to 23 SOC occupation groups.

Source: Labor Code § 432.3 and SB 642 / SB 464 chaptered text (leginfo.legislature.ca.gov); DIR Equal Pay FAQ; CRD pay-data reporting pages. Verified 2026-07-13/14.

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