Interactive Tool

Wage Statement Compliance Checker

Evaluates compliance with each of the nine required elements of a California wage statement under Labor Code section 226(a): (1) gross wages, (2) total hours worked, (3) piece-rate units and rate, (4) all deductions, (5) net wages, (6) pay period dates, (7) employee name and last four digits of SSN or employee ID, (8) employer's legal name and address, and (9) all applicable hourly rates and corresponding hours. Identifies common deficiency patterns and derivative Naranjo exposure for each element.

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Methodology+

Interactive · Wage Statement Compliance Checker

The nine elements required by Labor Code § 226(a). Click each item to mark it as compliant or deficient. Deficient items generate independent PAGA penalty exposure at $50/$100 per employee per pay period (max $4,000 per employee).

Aggrieved Employees

Pay Periods

Mark each element as compliant or deficient using the buttons.

§ 226(a)(1)

Gross wages earned

high risk

Total compensation earned during the pay period, before deductions. Must include overtime, bonuses, commissions, and meal/rest premiums (post-Naranjo).

§ 226(a)(2)

Total hours worked

medium risk

All hours worked during the pay period. Required only for non-exempt employees. Must reflect actual hours, not scheduled hours.

§ 226(a)(3)

Number of piece-rate units earned and applicable piece rate

low risk

Required ONLY if the employee is compensated on a piece-rate basis. Must show both the number of units and the rate per unit. Under § 226.2, must also show rest period and non-productive time compensation separately.

§ 226(a)(4)

All deductions

medium risk

Every deduction from gross pay must be itemized. This includes taxes, benefits, garnishments, and any other withholding. Lump-sum 'other deductions' lines are insufficient.

§ 226(a)(5)

Net wages earned

low risk

Gross wages minus all deductions. This is the amount actually paid to the employee.

§ 226(a)(6)

Inclusive dates of the period for which the employee is paid

medium risk

The start and end date of the pay period. Must be the actual pay period dates, not the pay date.

§ 226(a)(7)

Name and last four digits of SSN, or employee ID number

low risk

The employee's legal name and either the last four SSN digits or an employee identification number.

§ 226(a)(8)

Name and address of the legal entity that is the employer

high risk

The employer's legal name (not a DBA or trade name) and physical address. P.O. boxes are insufficient if the employer has a physical location.

§ 226(a)(9)

All applicable hourly rates and the corresponding number of hours worked at each rate

high risk

EVERY hourly rate must be shown with the hours worked at that rate. This includes: regular rate, overtime rate (1.5× and 2×), and any other rate differentials. Post-Ferra, if meal/rest premiums are paid at the regular rate, that rate must be identifiable.

Compliant

Deficient

Unchecked

Est. § 226 Penalty

50 emp × 26 pp × $100

Read the AnalysisThe Naranjo Cascade — see how wage statement deficiencies create derivative penalty exposure →

For illustrative purposes only. Lab. Code § 226(a)(1)-(9) (nine required elements); § 226(e) ($50 initial / $100 subsequent, max $4,000 per employee). Scienter requirement: 'knowing and intentional' violation. Naranjo v. Spectrum Security (2022) 13 Cal.5th 93 (premiums on wage statements). Estimated penalties based on user-configured employee count and pay periods.

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For illustrative purposes only. This tool does not constitute legal advice.