California employers face serious risks if paystubs are missing required information. Even minor formatting or content errors can open the door to lawsuits under the Private Attorneys General Act (PAGA), where employees can sue on behalf of the state for labor code violations. These lawsuits can be costly and difficult to defend—especially for small businesses. Use this checklist to make sure your paystubs are compliant and reduce your legal exposure.

Checklist:

• Employee Name & Last 4 Digits of SSN or Employee ID – Must be clearly listed on every paystub.
• Pay Period Dates – The beginning and end dates of the pay period must be clearly stated.
• Gross Wages Earned – Should reflect the total amount earned before deductions.
• Total Hours Worked – For non-exempt employees, paystubs must detail total hours worked (including overtime).
• All Applicable Deductions – Every deduction (e.g., taxes, benefits) must be itemized.
• Net Wages – The take-home pay after deductions.
• Employer’s Legal Name and Address – Must be the correct legal entity name and physical address.
• Applicable Hourly Rates – Pay rate(s), including regular and overtime, must be clearly noted.
• Number of Piece-Rate Units (if applicable) – If employees are paid by the piece, that must be documented.

Need help with a wage & hour audit or a compliance review?
Schedule a consultation with DP Human Capital Management today. We’ll help you spot issues before they become problems—and protect your business from unnecessary risk.

Learn More About California Paystubs