California - Wage & Hour

California Courts Have Wide Latitude To Reduce PAGA Penalties and Fees

Let's be honest—nobody wakes up excited to attend a Wage & Hour training. We get it. Meal periods, rest breaks, overtime calculations, off-the-clock work, wage statements... it's not exactly thrilling. But here's the reality: a few hours

California Employers Should Prepare for Local Minimum Wage Increases Effective July 1, 2026

On May 5, 2026, the California Court of Appeal, First Appellate District, affirmed the denial of an employer’s motion to compel arbitration in a wage-and-hour class action brought by a former employee. The employer sought to enforce an arbitration agreement that the former employee had signed with a

What do employers need to know about independent contractors and California EDD payroll tax audits? What do employers need to know about independent contractors and California EDD payroll tax audits? ehubert@littler.com Tue, 04/07/2026 - 16:08

Think your payroll provider has wage-and-hour covered? Think again. From regular rate miscalculations to meal period premium errors and bonus mistakes, the most common violations are hiding in plain sight. In this episode, Jen walks through the technical payroll-related traps that still trip up Cali

Training repayment agreements, claw-back provisions, and “stay bonuses” are under serious scrutiny in California. What looks like a smart retention strategy may actually be an unlawful penalty. In this episode, Jen breaks down what California now considers an illegal stay-or-pay agreement, where emp

On February 2, 2026, the California Legislature declined to pass legislation ( Senate Bill (SB 310) ) that would have created a private right of action to recover unpaid wages. Employees who allege lost wages can still seek recovery either as a statutory penalty through the state Department of Labor

The California Civil Rights Department (CRD) has released its Reporting Year (RY) 2025 Pay Data Reporting FAQ and Handbook. The statute remains familiar, but the filing mechanics this cycle are not. CRD’s materials emphasize a prescribed file structure, add required data elements, and signal that co

Ahead of the May 13, 2026, filing deadline, the California Civil Rights Department has released preliminary templates and updated FAQs for the 2025 pay data reporting cycle. Although these simplified templates may still be revised, they highlight new mandatory data fields, including exemption status

California’s annual pay data reporting submission this year is due on May 13, 2026. Each cycle, the California Civil Rights Department (CRD) typically releases updated guidance for that year’s reporting in early February. While we await this annual guidance, CRD has already provided preliminary temp

The California Civil Rights Department (CRD) has published preliminary templates and guidance in the form of frequently asked questions (FAQs) for the 2025 California pay reporting cycle, which is expected to open in early February 2026. These preliminary documents outline several changes to the pay

“Stay-or-pay” agreements — where employees must repay training or bonuses if they leave — are now off-limits in California (with narrow exceptions). Jen...

California employers must promptly update their workplace postings because the Department of Labor Standards Enforcement (DLSE) recently released a revised Healthy Workplaces/Healthy Families Act (HWHFA) poster reflecting recent amendments to the state paid sick leave. In 2024, California passed a b

Employers who ignore wage judgments will face sharp consequences starting January 1, 2026 — including mandatory attorneys’ fees and triple the amount owed. Jen explains the new enforcement framework and what HR and payroll leaders can do now to prevent costly exposure.

Pay equity is getting a major upgrade in 2026. SB 642 redefines “wages,” extends protections to non-binary employees, and tightens job-posting rules. Jen explains how these changes expand employer liability — and how to prepare your pay data before the March reporting deadline.

Recently, in Mora v. C.E. Enterprises, Inc. , the California Court of Appeal upheld a trial court’s decision in favor of an auto dealership alleged to have used an improper “piece rate” or “flag hours” compensation model. Two former service technicians alleged that the dealership’s compensation syst

On November 19, 2025, the California Court of Appeal, Second Appellate District, Division Eight, issued a published decision in Brown v. Dave & Buster’s of California , affirming the dismissal of a Private Attorneys General Act (PAGA) action brought by a former employee against her employer. The cou