Pay Data Reporting Deferral Now Available for Some Employers
As we recently reported, the California Civil Rights Department (CRD) issued its up-to-date FAQs for employers’ Pay Data Reporting requirements which clarified employer questions that had arisen after the passage of Senate Bill (SB) 1162 in 2022. SB 1162 revised and expanded the state’s pay data reporting requirements for employers with 100 or more employees. The Legislature’s intent behind its original 2020 adoption of pay data reporting was to encourage these employers to self-assess pay disparities along gendered, racial, and ethnic lines in their workforces and promote voluntary compliance with equal pay and anti-discrimination laws.
One of the important takeaways of the FAQs issued a few months ago by the CRD was that Pay Data Reports covering the 2022 Reporting Year would be due by May 10, 2023. Specifically, employers with 100 or more workers hired through labor contractors must file separate labor contractor employee reports, which can be complicated if there are several contractors and/or subcontractors involved.
To relieve this burden on employers, the CRD has now issued an update to its FAQs allowing employers to request to defer their labor contractor employee reports through July 10, 2023. Please note: these requests are only available for labor contractor employee reports and not for reports of an employer’s payroll employees. In addition, all deferrals must be requested by May 10, 2023, and only through the CRD’s pay data reporting portal.
The CRD’s pay data reporting website contains many useful helps and hints for employers preparing to submit payroll employee and/or labor contractor employee reports. There you can find user guides and templates to help you on your way to fulfilling your workplace’s requirements. Rosasco Law Group can help with navigating these and other employment law issues that you may encounter. Give us a call if you need any assistance.
