Press Release
The California Pay Data Reporting portal is now open, and you have until Wednesday, May 13, 2026 to file.
Private employers with 100 or more payroll employees or 100 or more employees hired through labor contractors with at least one employee in California, are required to submit these reports.
This report must be submitted to the Civil Rights Department (CRD) and consists of the following information related to each employee:
- Employee demographics
- Establishment and remote workers
- Job Categories
- Pay Information
- Hours Worked
- Mean and Median Hourly Rates
- Weeks Worked
- Exemption Status
- Employment Type
What is the California Pay Data Report?
In 2020, the California Legislature passed Senate Bill 973, requiring employers with 100 or more employees to submit a report to the CRD that includes pay information broken down by establishment, job category, pay band, race/ethnicity and sex. Following the passage of SB 973, data confirmed that the gender pay gap persisted in California, resulting in significant wage losses for women. With SB 973 mandating pay reports annually, the legislature wanted to encourage employers to perform self-assessments for pay disparities and in turn, encourage employers to voluntarily comply with equal pay and anti-discrimination laws .
In 2022, Senate Bill 1162 was passed to enhance the California Pay data reporting system by adding more reporting requirements for private employers within California. The new bill requires private employers with 100 or more employees hired through labor contractors within the prior calendar year to file a separate Labor Contractor Pay Report. Additionally, Payroll Employee Reports and Labor Contractor Reports must now include the mean and median hourly rate of employee groupings.
On October 13, 2025, additional measures were passed regarding data storage, penalties, and job classifications.
Effective January 1, 2026 , employers must store the demographic data required for this report separate from any employee personnel files. Additionally, penalties for non-compliance, or failure to file the report, are now mandatory when requested by the CRD.
There are three new data requirements for this filing cycle where companies will need to report; Total Weeks Worked, Exemption Status and Employment Type.
Effective January 1, 2027 , employers will be required to use the 23 job categories from the Standard Occupational Classification (SOC) system. This is different than the 10 current EEO-1 job categories required now. We recommend employers start to migrate job categories from the current 10 to the required 23 as soon as possible. The migration will eliminate any issues when it comes time to file your 2026 reports in 2027.
How Do Employers Submit this Report?
Employers in California have two options for preparing and submitting these reports:
- Outsource Reporting Requirements: Employers can outsource the preparation and filing of this report to companies like OutSolve. Our experts take your data and accurately complete and submit this report, ensuring everything follows state regulations.
- Internal Filing: Employers can also complete and file this report internally. To do so, they must visit the California Pay Data Reporting Portal , create a log-in, download and complete the 2025 template, and complete the certification process.
What The California Pay Data Report Means for your Organization
It is important for California employers to file accurate and timely reports. Let OutSolve do this work for you. We know the nuances of preparing and filing this report, and our consultants will ensure error-free report submissions.
For more information on the California Pay Data Reporting process, check out these Frequently Asked Questions .
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