California rules startups most often miss
- Pay scale in job postings and on request (employers with 15+ employees post ranges; all employers provide the range to current employees on request)
- Sexual harassment prevention training for employers with 5+ employees: 2 hours for supervisors, 1 hour for non-supervisors, every two years
- CFRA family and medical leave for employers with 5+ employees
- Final pay: due immediately on termination, and within 72 hours when an employee quits without notice
- Meal and rest breaks for non-exempt employees, and the high salary threshold for exempt status
- Non-compete agreements are generally void; offer letters and agreements should reflect that
- Expense reimbursement for necessary business expenses, including remote-work costs
- Paid sick leave under state law (and some city ordinances)
How we help California companies
- California-specific handbook and policy review
- Exempt vs. non-exempt classification review
- Pay-scale ranges built from a real comp structure
- Harassment-training scheduling and tracking
- Termination and final-pay checklists for managers
General information, current as of 2026-10-12. Employment law changes often and varies by state and city. This is not legal advice; confirm specifics with employment counsel.
Frequently asked questions
Do you work on-site in California?
Engagements are remote by default. In-person sessions can be arranged when a workshop or sensitive conversation warrants it.
We're based outside California but hired one person there. What changes?
Many California rules apply to that employee from day one, including final-pay timing, paid sick leave, expense reimbursement and wage-statement requirements. Add a California addendum to your handbook and confirm payroll is registered.