California’s Pay Data Reporting requirements continue to evolve, impacting how employers and labor contractors collect and submit workforce demographic information to the California Civil Rights Division (CRD).
With the passage of Senate Bill 464 in October 2025, new obligations, including separate storage of demographic data and the adoption of 23 Standard Occupational Classification (SOC) job categories, will take effect for the 2026 reporting year.
TCWGlobal remains dedicated to supporting our clients through these changes by providing compliant reporting tools, expert guidance, and proactive updates to ensure seamless compliance.
Pay Data Reporting in California continues to evolve since its implementation on January 1, 2023. At TCWGlobal, our commitment to our clients leads us to stay on top of any updates or changes to the Labor Contractor Employee Reporting requirements to ensure our clients stay compliant with the California Civil Rights Division’s (“CRD”) pay data regulations.
Over the past few years, TCWGlobal has provided our clients with convenient access to self-service reporting templated to comply with and easily file Labor Contractor Reports. With our knowledgeable customer service team, who are always available to help, and regularly updated information regarding any new requirements, TCWGlobal makes compliance with Labor Contractor reporting to the CRD a breeze.
In October 2025, Governor Gavin Newsom signed Senate Bill 464, which introduced two key changes to the annual reporting requirements under Government Code Section 12999:
As a reminder, Pay Data Reports for Reporting Year 2025 must be submitted via the CRD’s reporting portal by May 14, 2026. This will be the final year employers may use the 10-category EEO-1 system. Consequently, companies should be prepared to file their reports no later than the May 14th deadline or face civil penalties of up to $100 per employee for the first failure to report and up to $200 per employee for each subsequent failure.
TCWGlobal is committed to ensuring compliance and to providing all necessary data to our Clients to easily comply with the changes in reporting requirements. Internal measures have already been taken by TCWGlobal to adjust the 2026 reporting year template to include the SOC job categories for all contingent workers.
If you need assistance with your Pay Data Reporting or would like more information on how partnering with TCWGlobal can help minimize compliance risks with the CRD’s regulations, TCWGlobal’s support team is here to help. They can be reached at (858) 810-3000 or email us at hello@tcwglobal.com.
https://www.tcwglobal.com/blog/labor-contractor-employee-reports
https://www.tcwglobal.com/blog/what-is-pay-transparency-and-is-your-company-ready
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