Free tool for urban organizations

California compliance risk score

Eight questions, answered honestly, show where a California employer is exposed. Each gap names the rule behind it so you can read the source yourself.

How the score works

Each question is weighted by what a gap usually costs: penalties per employee or per violation score higher than paperwork gaps. Only rules that apply at your headcount count against you. A score is a starting point; the compliance check-up confirms it against your actual records.

About these numbers. Results are estimates for planning, built from the sources and California rules described on this page as of its last update. They are not a guarantee of pay, an offer, or a compliance outcome, and they are not legal advice. See the terms.

The eight questions, with the law behind each

Each question is weighted by what the gap usually costs. Questions that apply only above a headcount are skipped below it.

  1. Have you run harassment prevention training for everyone in the last two years? (Government Code 12950.1; applies from 5 employees)
  2. Does every job posting include a pay scale? (Labor Code 432.3; applies from 15 employees)
  3. Is final pay ready on the day someone is let go? (Labor Code 201; applies from the first employee)
  4. Do missed meal or rest breaks get premium pay? (Labor Code 226.7, 512; applies from the first employee)
  5. Have your contractors been checked against the ABC test? (Labor Code 2775; applies from the first employee)
  6. Do you have a written workplace violence prevention plan? (Labor Code 6401.9; applies from the first employee)
  7. Do your wage statements show every field Labor Code 226 requires? (Labor Code 226; applies from the first employee)
  8. Has your handbook been reviewed in the last 12 months? (Best practice; applies from the first employee)

The interactive tool above uses exactly these figures.