California pay stub requirements
California Labor Code §226 sets nine itemization requirements every employer must put on a wage statement. Here's the field-by-field breakdown.
What §226 requires on every California pay stub
California is one of the most prescriptive states for wage statements. Labor Code §226(a) requires nine specific items: gross wages, total hours worked (non-exempt), piece-rate units and rates if applicable, all deductions, net wages, the pay period, the employee's name and last four of SSN or employee ID, the employer's name and address, and all applicable hourly rates with the corresponding hours.
Penalties for non-compliance are real: §226(e) provides for statutory penalties per pay period, capped, plus attorneys' fees. The cure provisions in §226.3 are narrow.
Use this page as a checklist when configuring the generator for a California issuer or recipient. Verify with the California Department of Industrial Relations for the current statutory citation.
Honest, legitimate use only
These templates are for documenting income you actually earned. They are not 'fake stub' tools. We don't guarantee that any lender or landlord will accept a self-prepared document, and we don't recommend submitting one without supporting evidence like a tax return and bank statements.
Frequently asked questions
Does California require itemized pay stubs?
Yes. Labor Code §226(a) lists nine required items. Most issuers must comply each pay period.
Can my California pay stub be electronic?
Yes, with safeguards. §226 has been interpreted to allow electronic statements provided the employee can access and print them at no cost.
What if a required item is missing?
§226(e) provides statutory damages per pay period plus attorneys' fees, subject to a cap. The cure window in §226.3 is limited and procedural.