The California HR compliance checklist

Twenty-two items every California employer is expected to have in place, from the first employee up. Enter your headcount, tick what you have, and the list shows what is left.

The 22 items

1. Written Injury and Illness Prevention Program.
2. Written workplace violence prevention plan (Labor Code 6401.9).
3. Form I-9 on file for every employee.
4. Required federal and California postings displayed, and shared electronically with remote staff.
5. New-hire wage notice under Labor Code 2810.5.
6. Minimum wage and overtime correct, including city minimum wages.
7. Meal and rest break policy, with premium pay when a break is missed.
8. Itemized wage statements that meet Labor Code 226.
9. Final pay ready at the time of discharge (Labor Code 201).
10. Paid sick leave of at least 40 hours or five days a year.
11. Written harassment, discrimination and retaliation policy.
12. Lactation accommodation policy and space (Labor Code 1030).
13. CalSavers registration, or a retirement plan offered.
14. No salary history questions; a pay scale for any applicant who asks (Labor Code 432.3).
15. Contractors checked against the ABC test.
16. A retention schedule for personnel and payroll records.
17. An employee handbook reviewed in the last 12 months.
18. At 5 employees: harassment prevention training on schedule (Government Code 12950.1).
19. At 5 employees: no criminal history questions before a conditional offer (Government Code 12952).
20. At 5 employees: CFRA and pregnancy disability leave policies.
21. At 5 employees: bereavement and reproductive loss leave.
22. At 15 employees: a pay scale in every job posting (Labor Code 432.3).

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.