Free Compliance Tool
California Employer Threshold Checker
Enter your employee count to instantly see which California and federal employment laws apply to your organization. Results update in real time — no data is stored.
(1–300)
Laws Applicable at 1 employee
FEHA Harassment Prevention
Gov. Code § 12940
Prohibits workplace harassment and discrimination; requires employers to take reasonable steps to prevent and correct harassment.
SB 553 — Workplace Violence Prevention Plan (WVPP)
Cal. Lab. Code § 6401.9
Requires all California employers to establish, implement, and maintain an effective Workplace Violence Prevention Plan.
CA Paid Sick Leave
Lab. Code § 245.5
Employees accrue at least one hour of paid sick leave for every 30 hours worked, up to 40 hours per year.
Wage Theft Prevention Act — Notice to Employees
Lab. Code § 2810.5
Employers must provide each new hire a written notice at time of hire covering pay rate, pay day, employer name, and other key wage terms.
CFRA — California Family Rights Act
Gov. Code § 12945.2 (SB 1383)
Entitles eligible employees at employers with 5+ employees to up to 12 weeks of unpaid, job-protected leave per year for qualifying family or medical reasons.
NPLA — New Parent Leave Act
Gov. Code § 12945.6
Guarantees up to 12 weeks of unpaid, job-protected parental leave for bonding with a new child for employers with 5–19 employees (folded into CFRA at 5+).
Cal/OSHA — Injury & Illness Prevention Program (IIPP)
Title 8, Cal. Code Regs. § 3203
Requires employers to establish and maintain a written IIPP addressing safety responsibility, communication, hazard assessment, and recordkeeping.
Cal/OSHA 300 Log — Injury & Illness Recordkeeping
Title 8, Cal. Code Regs. § 14300
Employers must record work-related fatalities, injuries, and illnesses on OSHA Form 300 and post the annual summary each February.
SB 1162 — Pay Transparency / Pay Scale Disclosure
Lab. Code § 432.3
Requires employers to include the pay scale in all job postings and to provide the pay scale for a position to an employee upon request.
ADA — Americans with Disabilities Act (Federal)
42 U.S.C. § 12111
Prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations.
CA Minimum Wage — Higher Tier
Lab. Code § 1182.12
California applies a higher-tier minimum wage schedule for employers with 26 or more employees; verify the current rate with DIR each year.
FMLA — Federal Family & Medical Leave Act
29 U.S.C. § 2611
Entitles eligible employees to 12 weeks of unpaid, job-protected leave per year — applies only if 50 employees are employed within a 75-mile radius.
EEO-1 Reporting
29 C.F.R. § 1602.7
Employers must file an annual EEO-1 Component 1 report with the EEOC categorizing employees by job category, race/ethnicity, and sex.
CA Pay Data Reporting — SB 973
Gov. Code § 12999
Requires annual submission of pay data to the Civil Rights Department (CRD) broken down by race, ethnicity, sex, and job category.
CA WARN Act — Advance Notice of Layoffs
Lab. Code § 1400 et seq.
Requires 60 days advance written notice to employees, the Employment Development Department (EDD), and local officials before mass layoffs or plant closings.
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This tool is for general informational purposes only and does not constitute legal advice. Employee count thresholds may have additional conditions (e.g., hours worked, location, industry) not captured here. Consult qualified legal counsel before making compliance decisions.