California has long been a national leader in advancing pay transparency and wage equity. From banning salary history questions to mandating pay scale disclosures, the state continues to tighten its stance on fair pay practices. With the passage of Senate Bill 642 (SB 642) and Senate Bill 464 (SB 464), employers face new and more complex reporting obligations starting in 2026 and 2027. These updates reinforce California’s position as the most progressive state on pay equity—and set a model for others to follow.

If you’re wondering what the new California pay transparency laws mean for your business, this guide breaks it down in plain language and explains what employers must do to stay compliant.

Strengthening Pay Transparency: SB 642

SB 642, effective January 1, 2026, expands the scope of California’s existing pay transparency law by clarifying definitions and extending enforcement timelines. The most notable update is the narrower “good faith pay scale” requirement, which mandates that employers post realistic pay ranges—reflecting what they actually expect to offer upon hire.

This change closes the loophole where employers listed overly broad ranges to stay flexible. Now, hiring teams, HR departments, and compensation specialists must align closely to ensure posted pay scales mirror actual hiring practices.

The law also introduces inclusive gender terminology, replacing “opposite sex” with “another sex” in the Equal Pay Act—acknowledging modern workplace diversity. Additionally, the statute of limitations for equal pay claims is extended to three years for all violations, allowing employees to recover up to six years of back pay. Each payday affected by a pay disparity resets the clock, meaning ongoing noncompliance could lead to long-term exposure.

Expanding Pay Data Reporting: SB 464

Since 2021, California has required employers with 100 or more employees to file annual pay data reports with the Civil Rights Department. SB 464 significantly strengthens this framework by expanding job categories, tightening data management requirements, and introducing mandatory civil penalties for noncompliance.

Starting in 2026, employers must store demographic data—such as race, ethnicity, and sex—separately from personnel files to protect privacy. By 2027, the number of job categories employers must report will jump from 10 to 23, aligning with the federal Standard Occupational Classification (SOC) system. This change allows for more precise analysis of wage gaps across specific occupations like healthcare, legal, and education roles.

Failure to comply will no longer be optional for enforcement. Courts must impose penalties of $100 per employee for a first violation and $200 per employee for subsequent ones—potentially reaching tens of thousands of dollars for large employers.

What These New Pay Transparency Laws Mean for Employers

Together, SB 642 and SB 464 underscore California’s shift from procedural compliance to strategic accountability. One law ensures fairness at the point of hire, while the other enforces transparency through robust reporting.

To prepare, employers should:

• Audit and update all posted pay ranges to ensure “good faith” accuracy.

• Review compensation records for potential disparities extending back six years.

• Build secure systems for collecting and storing demographic data separately.

• Prepare for expanded occupational categorization in 2027.

Multi-state employers should take special note—California’s approach often influences legislation in other states. Businesses that align early with California’s new standards will be better positioned for nationwide pay equity compliance.

Final Thoughts

California’s new pay transparency and reporting laws represent more than just regulatory changes—they’re a cultural shift toward greater accountability and fairness in compensation. Employers who act now to strengthen internal systems and close pay gaps will not only reduce legal risk but also build trust, loyalty, and reputation in an era where transparency defines leadership.

The message is clear: pay equity is no longer optional—it’s expected.