New Compliance Update: California Pay Data Reporting Portal Now Live
Expansion of H-2B Visa Cap for Fiscal Year 2026
The Law Offices of Paul P. Cheng & Associates is closely monitoring recent federal developments impacting employers that rely on seasonal and temporary labor.
The U.S. Department of Homeland Security (DHS), in coordination with the Department of Labor (DOL), has issued a Temporary Final Rule increasing the number of available H-2B visas for Fiscal Year 2026. Under this rule, an additional 64,716 H-2B visas will be made available to qualifying employers through the H-2B Temporary Nonagricultural Worker Program.
This expansion is intended to address workforce shortages in industries such as hospitality, construction, landscaping, and other seasonal sectors. To qualify for these supplemental visas, employers must demonstrate and attest that they will suffer permanent and severe financial loss without the requested workers.
The rule was published on February 2, 2026, and is effective retroactively from January 30, 2026, through September 30, 2026.
What This Means for Employers
- Employers facing critical labor shortages may have an opportunity to secure additional H-2B workers beyond the standard annual cap.
- Strict compliance requirements remain in place, including documentation of financial impact and timely filing.
- Given the limited window and high demand, early planning and legal guidance are essential to maximize eligibility.
How We Can Help
The Law Offices of Paul P. Cheng & Associates has extensive experience advising employers on complex employment and immigration-related matters. Our team can assist with evaluating eligibility, preparing compliant petitions, and navigating federal regulatory requirements.
Contact us today to ensure your business is positioned to take full advantage of this limited H-2B visa expansion while remaining fully compliant with federal law.
– CALIFORNIA –
Pay Data Reporting Portal Now Open for 2025 Reporting Year
The Law Offices of Paul P. Cheng & Associates advises California employers to take immediate note of the opening of the California Pay Data Reporting Portal, which officially became available on February 2, 2026.
Under California Government Code § 12999, private employers with 100 or more payroll employees, as well as private client employers with 100 or more labor contractor workers, are required to annually submit detailed pay data reports to the California Civil Rights Department (CRD). These reports are a critical component of California’s ongoing enforcement of pay equity and anti-discrimination laws.
Key Compliance Requirements
Employers must submit their reports through the CRD’s online portal by completing the following steps:
- Registering and creating a secure login account
- Providing employer and establishment information
- Selecting the appropriate report type (payroll employee or labor contractor employee)
- Uploading workforce data using the updated Excel or CSV templates (which replace earlier draft versions issued in November) or completing the online reporting forms
- Completing the required certification process
The reports must include compensation data, demographic information, and workforce details organized by job category and other required classifications.
Important Update for 2026 Filing
For the current reporting cycle, the CRD has indicated that certain newly proposed data fields, such as exemption status, employment type, and total annual weeks worked, are not required for submission this year. Employers should still carefully follow the updated templates and guidance provided by the CRD, including available FAQs.
Filing Deadline
The deadline to submit pay data reports for the 2025 Reporting Year is May 13, 2026. Failure to timely file may expose employers to investigations, penalties, and enforcement actions.
How We Can Help
The Law Offices of Paul P. Cheng & Associates assists employers throughout California with compliance, reporting obligations, and risk mitigation strategies. Our team can help ensure your organization meets all regulatory requirements while minimizing potential liability.
Contact us today to ensure your business remains compliant and prepared ahead of the filing deadline.
For assistance with compliance, policy updates, or training, contact PPRCLaw. https://www.paulchenglaw.com/contact-us
At the Law Offices of Paul P. Cheng & Associates, we counsel businesses on California labor compliance and defense. If you have questions about how these changes affect your operations, contact our office to ensure your policies are updated before January 2026.
These developments highlight the evolving landscape of employment regulations on both federal and state levels. Employers should stay updated and ensure compliance to avoid legal pitfalls and potential penalties. Legal counsel is recommended to navigate any complex changes effectively.
