Wage Statements in California

Understanding Wage Statements in California

The main purpose of California labor laws is to protect the rights of employees throughout California, and these laws establish strict requirements in terms of wages, discrimination and harassment, time off from work, Overtime Pay in California and other employer-employee matters (more about California Wage & Hour Laws). As a California employee, you benefit from some of the most protective employment laws in the country, governing even the smallest details of your employment, including the specific types of information that must be included on the wage statements (or pay stubs) your employer issues each pay period.

What is a Wage Statement?

A wage statement, commonly referred as a pay stub, is an itemized written statement that is either included with an employee’s paycheck or provided to an employee as a separate document, if the employee’s wages are paid by cash or direct deposit. For employees with direct deposit, the wage statements are usually a copy of the pay stub with a “dummy” check attached to it. The purpose of a wage statement is to provide employees with a wage payment document they can keep for their records after they cash their paychecks.

California Wage Statement Requirements

Under California Labor Code section 226, there are nine main categories of information that California employers must provide on wage statements, including:

  • The full name and address of the legal entity that is the employer
  • The employee’s name and the last four digits of his or her Social Security number or employee identification number
  • The hourly rate(s) in effect during the pay period and the corresponding number of hours worked at each hourly rate
  • Gross wages earned in the pay period (more about Equal Pay in California)
  • Total hours worked in the pay period
  • Net wages earned in the pay period
  • The start and end dates of the pay period
  • All deductions from the employee’s wages
  • The number of piece-rate units earned and any applicable piece rate, for employees paid on a piece-rate basis

California law also has other requirements for what must be included on an employee’s wage statements. Under Labor Code § 246(h), for example, California employers must provide employees with the balance of their available paid sick leave each pay period, either on their wage statements or on a separate written document provided to employees when they are paid.

What to Look For on Your Wage Statements in California

California employees have a right to receive accurate wage statements with their paycheck each pay period that details how their paycheck was calculated, including the hours they worked and their rate of pay, as well as any deductions from their gross wages. Employers in California have a legal obligation to provide this information to employees in an itemized, written document, regardless of whether the employee’s wages are paid by check, by direct deposit or in cash.

Employer Penalties for Wage Statement Violations

Any California employer who fails to comply with these requirements may face financial penalties or legal action. For more information about California wage statements requirements and what to do if your employer has failed to compensate you with the Minimum Wage in California or provide you with accurate wage statements, contact our California employment law attorney at Davtyan Law Firm today.

Contact Our CA Wage Statement Lawyers Today

If your employer has issued a wage statement that is not in compliance with California law, contact our knowledgeable employment law attorney at Davtyan Law Firm for legal help. With our lawyers on your side, you can ensure that your legal rights under California employment law are protected and pursue any financial compensation you may be entitled to for your employer’s wage statement violations.

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Based in California, we focus exclusively on employment law, protecting employees' rights. We handle a broad range of employment disputes including wrongful termination, harassment, discrimination, retaliation, wage and hour issues, among others.

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