Work · Pay transparency
Pay Transparency Law in California
Whether an employer in California must disclose the salary range, where it has to appear, who it covers, and what to do if a posting hides the pay. This is separate from your right to discuss wages with coworkers. Cited to the statute.
What the pay transparency law requires in California
Who must disclose the range, where it has to appear, and the situations the rule does not reach.
Pay-transparency law is expanding fast, with new states and effective dates arriving regularly. California may issue further guidance on remote roles and enforcement, so confirm the current rule and any employer-size or penalty change before relying on it.
| What the law requires | What it means |
|---|---|
| Pay scale in every job posting (15 or more employees) | Under Labor Code Section 432.3, an employer with 15 or more employees must include the pay scale in any job posting. Pay scale means the salary or hourly wage range the employer reasonably expects to pay for the position. The range has to appear in the posting itself, not behind a link or a QR code. |
| Third-party job boards are covered | If a covered employer hires an outside recruiter or job board to announce, post, or publish an opening, the employer must give that third party the pay scale so it lands in the posting. Using a middleman does not remove the duty to show the range. |
| Pay scale on request, for every employer | Apart from the size rule for postings, any employer of any size must provide the pay scale for a position to an applicant on reasonable request, and to a current employee who asks about the position they hold. A small business with no posting duty still owes the range when someone asks. |
| Where it does not apply | What it means |
|---|---|
| Employers with fewer than 15 workers | The posting requirement applies only to an employer with 15 or more employees. A smaller employer does not have to put the pay scale in a job ad, though it still must give the pay scale for a position to an applicant or current employee on request. |
| Remote roles that could be worked in California | The Labor Commissioner reads the posting rule to cover a position that may ever be filled in California, in person or remotely. A remote job posted by a covered employer that could be performed from California should carry the pay scale. |
| What the range must reflect | For a role paid a fixed hourly amount or piece rate rather than a range, the employer may list that set figure. The pay scale does not have to include bonuses, tips, or other benefits, only the salary or hourly wage range expected for the position. |
What you can do right now
Concrete, neutral steps if a job in California hides the pay range. This is legal information, not legal advice.
- Look for the range in the posting itself
If a job posted by an employer with 15 or more employees for a California role shows no salary range, the posting likely does not comply. The range must be on the posting, not hidden behind a link.
- Ask for the pay scale directly
Whatever the employer size, you can ask for the pay scale for a position you are applying for, or for your current role. The employer must provide it. Put the request in writing so you have a record.
- Check remote postings against California
If a remote job could be performed from California and the employer has 15 or more workers, the pay scale should be included. A missing range on such a posting is worth questioning.
- File with the Labor Commissioner
If an employer refuses to include or provide the pay scale, you can file a complaint with the California Labor Commissioner, which enforces Section 432.3 and can order penalties.
If a posting omits a required pay range, the state labor department takes complaints and can explain how the rule is enforced and any penalty.
→ California Labor Commissioner (DIR) · Equal Pay and Pay TransparencyThis is general legal information, not legal advice. Coverage turns on employer size and where the job can be performed, so confirm your situation against the statute.
What workers in California get wrong about pay transparency
California requires many employers to show the money up front. Under Labor Code Section 432.3, amended by Senate Bill 1162 and effective January 1, 2023, an employer with 15 or more employees must include the pay scale in any job posting for a role that could be filled in California, including a remote role that could be worked from here. Pay scale means the salary or hourly wage range the employer reasonably expects to pay, and it has to appear in the posting itself, not behind a link or a QR code. The size rule is not the whole story. Every employer, whatever its headcount, must give the pay scale for a position to an applicant who asks, and to a current employee who asks about their own job. The Labor Commissioner enforces the rule and can order penalties for a posting that leaves the range out. So in California a salary range is not a courtesy, it is the law.
Common questions
Does California require salary ranges in job postings?
Yes. Under Labor Code Section 432.3, an employer with 15 or more employees must include the pay scale in any job posting for a position that could be filled in California, and the range must appear in the posting itself.
Do employers have to post salary in California?
Employers with 15 or more employees must post the pay scale. Every employer, regardless of size, must also give the pay scale for a position to an applicant or a current employee who requests it.
What counts as a pay scale in California?
The salary or hourly wage range the employer reasonably expects to pay for the position. If the role pays a set hourly or piece rate instead of a range, the employer may list that single figure.
Does the rule cover remote jobs?
Yes, if the position could be filled in California, including remotely. The Labor Commissioner reads the posting requirement to reach a remote role that could be performed from California by a covered employer.
What can I do if a California posting has no salary range?
You can ask the employer for the pay scale, which any employer must provide on request, and you can file a complaint with the California Labor Commissioner, which enforces the statute and can order penalties.
Not legal advicePlainStatute provides plain-language summaries of public law for general information only. This is not legal advice. Statutes change; always confirm current requirements with the official source linked above before acting.