If the information on a Wage Theft Prevention Act notice changes (for example, the pay rate increases), how must the employer notify the employee?
Explanation
Labor Code §2810.5(b) gives the employer seven calendar days from the change to notify the employee in writing, unless all the changes already appear on a timely itemized wage statement furnished under §226 or in another writing the law requires within seven days. Thirty days is not a deadline this statute contains. Reading the seven days as business days quietly stretches a period the Legislature wrote as calendar days. And nothing in §2810.5 ties the notice to the first payday at the new rate.
Law Reference: Labor Code §2810.5(b); §226This topic, taught in full in the CSLB Law & Business guide. CSLB Law & Business — Complete Study Guide (2026) — PDF + EPUB, $24.99 · 14-day refund →
Practice all 1632 questions free — no signup required.
Own the complete CSLB Law & Business guide — PDF + EPUB, $24.99 →
Related questions on this topic
- A bookkeeper discovers the company overpaid an employee $300 in a prior paycheck due to a clerical error. What is the lawful way to recover the money in California?
- Which of the following payroll deductions is generally permitted under California law without a separate written authorization?
- The Wage Theft Prevention Act notice given to a new non-exempt employee must include all of the following EXCEPT:
- Under the ABC test, prong "B" requires that, to classify a worker as an independent contractor, the worker must:
- Under Labor Code §226.8, willful misclassification of an employee as an independent contractor can result in a civil penalty of:
- A contractor hires a new laborer who starts work on June 1. Under California's new-hire reporting law, the report to the EDD is due no later than:
Last reviewed: · editorial process