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Pay Transparency is the Law

The California Labor Commissioner’s Office and the California Commission on the Status of Women and Girls are joining together to inform workers about a new law impacting Pay Transparency (SB 1162) in California.

Our joint purpose is to ensure equal pay and equal opportunities are available in every workforce in the state while promoting economic justice and the full enforcement of California labor laws. Survey questions will be answered by the California Labor Commissioner, the Executive Director of the California Commission on the Status of Women and Girls and other subject matter experts.

Please take a moment to complete this 10-15 minute survey. This survey closes May 12 at noon.

Please Take the Survey Here 

Brief Overview of Equal Pay Legislation in California

1949- California passed the Equal Pay Act in hopes of closing the wage gap between men and women.

2015- California enacted the Fair Pay Act (SB 358 - Jackson). The Fair Pay Act discourages pay secrecy and ensures equal pay for work of comparable character.

2019- SB 973 became CA law to require employers with more than 100 employees to submit pay data reports to the Department of Fair Employment and Housing. (Didn’t require information to be publicly available or temporary, contract, and contingent workers hired through third-party staffing agencies.)

2022- Pay Transparency Act (SB 1162 - Limon) effective January 1, 2023. This requires employers with 15 or more employees to make salary ranges for positions available to applicants and employees, make employer internal promotional opportunities available to current employees, and expands public pay data reporting requirements to better identify gender and race-based pay disparities.

SB 1162 requires the following for employers with 15 or more employees:

1) disclosure of salary ranges on job listings;

2) an employer, upon request, to provide to an employee the pay scale for the position in which the employee is currently employed, and

3) an employer to maintain records of a job title and wage rate history for each employee for a specified timeframe, to be open to inspection by the Labor Commissioner.

This bill also expands pay data reporting requirements (CA Civil Rights Department is responsible).

Demographic Information