Do job postings need a salary range in California? (2026)
Yes. If you have 15 or more employees and at least one is in California, every job posting must include the pay scale, meaning the salary or hourly range you expect to pay for the role. It has to be in the posting itself, not behind a link or a QR code. This applies to remote roles that could be filled in California, and it covers postings made for you by a third party. In effect since January 1, 2023 under Labor Code 432.3, and tightened in 2026.
Who it applies to
Employers with 15 or more employees, counting all locations, as long as at least one employee is in California. (Labor Code 432.3; SB 1162)
What has to be in the posting
The pay scale, which the law defines as a good faith estimate of the salary or hourly range you reasonably expect to pay for the position on hire. As of January 1, 2026, SB 642 tightened that definition so a range has to reflect what you actually expect to pay, not a wide placeholder band. California does not require you to list benefits in the posting. If the role pays by commission or piece rate, include that range instead. (SB 642 amendment to Labor Code 432.3, effective Jan 1, 2026)
Do remote jobs count
Yes. If the role could ever be filled in California, in person or remotely, the pay scale has to be in the posting, even if your company is headquartered elsewhere. (Labor Code 432.3)
What happens if a posting is missing the range
The Labor Commissioner can order a civil penalty of $100 to $10,000 per violation, and an applicant or employee can bring a civil action. For a first violation, there is no penalty if you can show that all of your job postings have been updated to include the pay scale. (Labor Code 432.3)
Third parties and job boards
If you use a staffing agency, recruiter, or job board to post for you, you have to give them the pay scale and it has to appear in the posting. The liability stays with you, not the third party. So a range that is correct in your ATS but stripped on Indeed, LinkedIn, ZipRecruiter, Glassdoor, or Google for Jobs is still your problem to fix. (Labor Code 432.3)
Sources: Labor Code 432.3 · SB 1162
Last verified: July 5, 2026. Written by Kate Rose, Relio.