Estimate your organization's potential exposure under California employment law based on your company size, job description library, and hiring activity.
California-based employees
Include existing roles, not just open reqs
New or revised postings planned
Based on California statutory penalty rates
32 potentially non-compliant postings × $500–$5,000 per violation. Statutory range is $100–$10,000; mid-range estimates used.
32 non-compliant postings × $100–$200 per violation per aggrieved employee. PAGA allows employees to sue on behalf of the state for Labor Code violations in job postings.
Est. 2 postings with potential FEHA issues × $25,000–$75,000 per case. Based on typical FEHA employment settlement ranges. Actual damages are uncapped and can be substantially higher.
Estimated attorney fees for responding to a single PAGA notice or CRD complaint. Does not include settlement costs, which can be multiples of statutory penalties.
That's 2.1% of your low-end exposure estimate. Each credit includes a 24-hour window for unlimited re-analysis as you fix issues.
This calculator provides rough estimates based on published California statutory penalty rates. Actual exposure depends on many factors including the specific nature of violations, enforcement discretion, prior violation history, and whether violations are deemed willful.
Penalty sources: SB 1162 / SB 642: Labor Code § 432.3 ($100–$10,000 per violation). PAGA: Labor Code § 2699(f) ($100/$200 per violation per aggrieved employee – for posting violations, applied per non-compliant posting, not per pay period). AB 692: Labor Code § 926 / Bus. & Prof. Code § 16608 (voided agreements + employee damages). FEHA: Gov. Code § 12940 et seq. (uncapped compensatory + punitive damages; estimates based on settlement ranges).
PAGA 2024 reforms (AB 2288 / SB 92): Employers who proactively cure violations before receiving a PAGA notice may qualify for a 15% penalty reduction. This reduction is not reflected in the estimates above.
Estimates use mid-range penalty values and conservative non-compliance assumptions. Actual penalties may be significantly higher or lower. FEHA damages (compensatory, punitive, emotional distress) are uncapped – the estimates above use settlement-range figures, not statutory maximums. Settlement costs beyond statutory penalties are also excluded.
This calculator is for informational purposes only and does not constitute legal advice. Consult a licensed California employment attorney for a risk assessment specific to your organization.