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As most employers with employees working in California or assigned to a California location know, and as we reported in “<a href="https://blankromeworkplace.com/2022/09/13/big-brother-just-got-bigger-expanded-pay-data-reporting-expected-to-hit-the-golden-state/">Big Brother Just Got Bigger: Expanded Pay Data Reporting Expected to Hit the Golden State</a>,” 2022 legislation obligated employers with 100 or more workers to report pay data via separate pay data reports to the agency now known as the California Civil Rights Department (“CRD”). Continuing that trend, in 2023 California statutes enhanced the existing pay equity rules by requiring employers to post salary ranges in job postings, and to provide the same information to their employees upon request.

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With the May 8, 2024, deadline for employers to submit their 2023 pay reports quickly approaching, it is important to be aware of the recent changes to the reporting requirements implemented by the CRD. Employers should begin to collect data now and keep these key changes in mind:

Employers must now submit information about the number of employees per each employee group who worked remotely. The CRD FAQs define a “remote worker” as “a payroll or labor contractor employee who is entirely remote, teleworking, or home-based, and has no expectation to regularly report in person to a physical establishment to perform work duties.” Hybrid workers who appear in person for any portion of time would not be considered remote workers for pay data reporting purposes.

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To read the full post, please visit our&nbsp;<a href="https://blankromeworkplace.com/2024/04/11/keeping-up-guidance-on-californias-new-pay-data-reporting-for-employers/">Blank Rome Workplace</a>&nbsp;blog.

Keeping Up: Guidance on California’s New Pay Data Reporting for Employers

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Keeping Up: Guidance on California’s New Pay Data Reporting for Employers

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