California Wage Transparency Law: Understand Your Rights to Discuss Compensation

What Does California Law Say About Wage Transparency in the Workplace?

In California, employees have the right to discuss their wages, and that right is explicitly protected under state law. The California Labor Code and Fair Employment and Housing Act (FEHA) make it illegal for employers to retaliate against workers for sharing or inquiring about their pay. This means you cannot be punished, disciplined, or fired for talking openly about your salary, benefits, or other compensation with coworkers. 

Wage transparency is a key tool for identifying pay disparities, promoting fairness, and closing the gender and racial wage gaps that persist in many workplaces. If your employer tries to discourage or penalize you for discussing pay, California law provides protections and avenues to take action. Understanding your rights is the first step toward ensuring a transparent, equitable work environment.

Wage Transparency Is Protected by Law 

California is a national leader in protecting workers’ rights to discuss wages. Under California Labor Code § 232, employers cannot prohibit employees from disclosing, discussing, or inquiring about their own wages or the wages of others. 

In other words, you're allowed to ask others what they earn. And you're allowed to share your own salary information, without fear of retaliation.

Why Is Wage Transparency So Important? 

Wage transparency is a powerful tool for workers. It helps expose pay discrimination, close gender and racial wage gaps, and empower employees to advocate for fair compensation. 

Employers sometimes benefit from secrecy—but employees rarely do. If you don’t know what others are making, it’s much harder to know if you’re being underpaid. That’s exactly why wage transparency rights exist—to level the playing field. 

What About “Pay Secrecy” Policies or Agreements? 

If your employer has a policy that says you can’t talk about your pay, that policy is likely illegal. 

Similarly, if you were asked to sign a contract, handbook, or confidentiality agreement restricting wage discussions, it may not be enforceable under California law. 

Employers who discipline or fire employees for discussing wages may be violating both state and federal law—and you may be entitled to legal remedies. 

Can You Be Fired for Discussing Pay? 

No—at least not legally. If you are fired, demoted, disciplined, or harassed because you talked about wages, that may constitute unlawful retaliation. 

In California, retaliation for wage discussions is strictly prohibited. If you’ve experienced this, you may be entitled to: 

• Reinstatement to your job 
• Backpay or lost wages 
• Additional compensation for emotional distress 
• Attorney’s fees and legal costs 

What Should You Do If You’re Punished for Talking About Pay? 

• Document Everything: Keep records of emails, texts, and notes about the incident in question and any acts of retaliation. 
• Talk to Coworkers (If Safe to Do So): If they have experienced similar treatment they may be willing to support your claims. 
• Contact an Employee Rights Attorney: An experienced California employment lawyer can help you understand your options and help you fight back. 

If you’ve been punished or retaliated against for discussing wages, Lawyers for Employee and Consumer Rights is here to help. Contact us today for a free, confidential consultation and get the legal support you deserve. 

Frequently Asked Questions 

1. Can I talk about my salary with coworkers in California?
Yes. California law explicitly protects your right to discuss your own wages and ask about others’ pay. Employers cannot prohibit these conversations or retaliate against you for engaging in them.

2. Are “pay secrecy” policies or agreements legal in California?
No. Any employer policy, contract, or handbook that restricts employees from discussing wages is generally unenforceable under California law. Such policies cannot prevent you from exercising your wage transparency rights.

3. Can my employer retaliate if I discuss wages?
No. Retaliation for wage discussions, such as firing, demotion, harassment, or discipline, is illegal under California law and may entitle you to remedies including reinstatement, backpay, and other damages.

4. Why is wage transparency important for California employees?
Wage transparency helps expose pay discrimination, close gender and racial wage gaps, and empowers employees to advocate for fair compensation. It ensures that employees are paid equitably for their work.

5. What should I do if I’m punished for discussing my pay?
Document everything, keep records of any incidents or communications, and, if safe, talk to coworkers who may have had similar experiences. Contact a California employment attorney for guidance on protecting your rights and seeking legal remedies.

6. Which laws protect wage transparency in California?
California Labor Code § 232 and the Fair Employment and Housing Act (FEHA) protect employees from retaliation for discussing or inquiring about wages. These laws ensure that you cannot be penalized for exercising your wage rights.

7. What legal remedies are available if my employer violates wage transparency laws?
Employees may be entitled to reinstatement, backpay, compensation for emotional distress, and coverage of attorney’s fees and legal costs if an employer illegally punishes them for discussing wages.