One list decides which violations take the notice-and-cure track.
The pre-suit notice procedure attaches only to the Labor Code sections on one statutory list. This is that list, in full and searchable, so you can see exactly what a notice can put on the cure track and what it cannot.
Amended by Stats. 2024, Ch. 45, Sec. 3. (SB 92) Effective July 1, 2024.Unlike §§ 2699 and 2699.3, § 2699.5 does not carry the later AB 1170 (eff. Jan. 1, 2026) code-maintenance stamp; its current operative text is the SB 92 amendment. The 140 provisions below are transcribed from the authenticated California Legislative Information text and reflect California law as of July 13, 2026.
Being on the list is what attaches the notice procedure.#
PAGA does not give every Labor Code violation the same on-ramp. The pre-suit machinery a worker must complete before suing — the LWDA notice, the State’s window, the cure tracks, what the statute frames as ExhaustionThe requirement to complete the pre-suit steps — file the LWDA notice, pay the fee, and let the State's window pass — before a PAGA lawsuit may be filed; no notice, no suit.Lab. Code § 2699.3(a) — attaches under § 2699.3(a) only to the provisions a single section enumerates. That section is § 2699.5, and it is simply a list of cross-references.
The provisions of subdivision (a) of Section 2699.3 apply to any alleged violation of the following provisions:
In plain English
The pre-suit notice procedure in § 2699.3(a) applies to an alleged violation of any provision the section then lists. Being on the list is the trigger: it does not change what a listed law says — only that, when that law is the basis of a PAGA claim, the § 2699.3(a) notice route governs.
So the question “is my section covered?” is literal: it is on this roster, or it is not. A provision on the list routes a PAGA claim onto the § 2699.3(a) notice-and-cure track; a provision that is not on it is reached, if at all, through the separate § 2699.3(b) and (c) procedures. The roster does not change what any listed law says — only which procedure applies when that law is the basis of a claim.
The list, in full and searchable.#
All 140 provisions § 2699.5 enumerates, in the order the statute lists them. The section number on the left is the statute’s own verbatim token; the description on the right is a plain summary of what that section governs. Filter by number or by subject.
Showing 140 of 140 provisions
- subdivision (k) of Section 96Labor Commissioner's authority to take assignment of an employee's claim for loss of wages as the result of demotion, suspension, or discharge for lawful off-duty conduct.
- 98.6Bar on discharging, discriminating, or retaliating against an employee or applicant for exercising rights under the Labor Code (including filing a wage claim).
- 201Wages of a discharged employee are due and payable immediately at the time of discharge.
- 201.3Pay-timing rules for employees of a temporary services employer (generally weekly).
- 201.5Pay-timing rules on discharge or layoff for employees engaged in the production or broadcasting of motion pictures.
- 201.7Pay-timing on layoff for employees engaged in the business of oil drilling.
- 202Wages of an employee who quits are due within 72 hours, or immediately if 72 hours' notice was given.
- 203Waiting-time penalty — wages continue (up to 30 days) when an employer willfully fails to pay a discharged or quitting employee.
- 203.1Penalty where wages are paid by a check, draft, or voucher that is later refused for non-sufficient funds or no account.
- 203.5Penalty against a bonding company or surety that willfully fails to pay a verified wage claim secured by a bond.
- 204Semimonthly pay-day rule — most wages are due twice a month on regular paydays designated in advance.
- 204aPay-day rules for workers under a multi-employer central-paymaster plan with a unified pay-day schedule.
- 204bPay-day rules for weekly-paid employees (an alternative to the semimonthly § 204 schedule).
- 204.1Pay timing for commission wages paid to employees of licensed vehicle dealers (monthly).
- 204.2Pay timing for salaries of executive, administrative, and professional employees covered by the Fair Labor Standards Act.
- 205Monthly pay-day rule for agricultural and domestic employees who are boarded and lodged by the employer.
- 205.5Semimonthly pay-day rule for agricultural employees on days designated in advance as regular paydays.
- 206On a wage dispute, the employer must pay all amounts conceded to be due, without condition; the employee keeps remedies as to the balance.
- 206.5Bar on requiring an employee to sign a release of a wage claim unless those wages have actually been paid.
- 208Place of final payment — where a discharged or quitting employee must be paid.
- 209In a strike, unpaid earned wages of striking employees are due on the next regular payday.
- 212Form-of-payment rule — bars paying wages by any non-negotiable order, check, or scrip not payable in cash on demand.
- subdivision (d) of Section 213Limit on the wage-payment exceptions of § 212 — specifically, the conditions for paying wages by direct deposit to an account chosen by the employee.
- 221Bar on an employer collecting back or receiving from an employee any part of wages already paid.
- 222Bar on withholding any part of a collectively bargained wage from an employee.
- 222.5Bar on deducting from compensation (or charging an applicant) for the cost of a pre-employment medical or physical examination.
- 223Bar on secretly paying a lower wage than the scale required by statute or contract while purporting to pay the designated wage.
- 224Defines the lawful wage deductions permitted as exceptions to §§ 221–223 (legally required or written-authorized deductions).
- 230Protected time off and anti-discrimination protections for jury service, responding to a subpoena, and being a victim of crime or abuse.
- 230.1Protected leave (employers of 25+) for employees who are victims of domestic violence, sexual assault, or stalking.
- 230.2Protected time off for an employee whose immediate family member is a victim, to attend judicial proceedings.
- 230.3Anti-discrimination protection for taking time off to perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel.
- 230.4Leave (employers of 50+) for volunteer firefighters, reserve peace officers, and emergency rescue personnel to take training.
- 230.7Anti-discrimination protection for a parent or guardian taking time off to appear at a child's school after a suspension.
- 230.8Protected school-and-childcare-activities leave (employers of 25+) for parents and guardians.
- 231Employer must pay the cost of a physical examination required to obtain a driver's license demanded as a condition of employment.
- subdivision (c) of Section 232Bar on discharging or disciplining an employee for disclosing the amount of their wages (the wage-secrecy prohibition).
- subdivision (c) of Section 232.5Bar on discharging or disciplining an employee for disclosing information about the employer's working conditions.
- 233Kin-care leave — right to use accrued sick leave to care for a family member, with anti-retaliation protection.
- 234An absence-control policy that treats protected § 233 sick leave as a disciplinable absence is a per se violation.
- 351Gratuities are the sole property of the employee; bars an employer from taking, crediting, or deducting against tips.
- 353Employer must keep accurate records of all gratuities received.
- 403Handling of cash received as an employment bond — must be held in a savings account, withdrawable only on joint signatures.
- subdivision (b) of Section 404A bond put up under §§ 401–403 must be returned to the employee or applicant, with accrued interest, on the bond's release.
- 432.2Bar on requiring an applicant or employee to take a polygraph or lie-detector test as a condition of employment.
- 432.5Bar on requiring an employee or applicant to agree in writing to a term known to be prohibited by law.
- 432.7Limits on using arrest or detention records that did not result in conviction in employment decisions.
- 435Bar on audio or video recording of employees in restrooms, locker rooms, or changing rooms.
- 450Bar on compelling or coercing an employee or applicant to patronize the employer or buy anything of value.
- 511Conditions for adopting an alternative workweek schedule (e.g., 4/10) by employee vote.
- 551Right to one day's rest in seven.
- 552Bar on causing employees to work more than six days in seven.
- 601Twelve-hour-duty limit for railroad trainmen.
- 602Mandatory rest after 12 continuous hours of railroad trainman duty.
- 603Cumulative duty-hour limit (12 hours per 24) for railroad trainmen, with required rest.
- 604Nine-hour-duty limit for railroad telegraph and train-order dispatchers in continuously operated stations.
- 750Eight-hour-day and consecutive-hours limits for underground, smelter, and ore-reduction workers.
- 751.8Overtime-rate condition for shifts exceeding eight hours in smelter and underground work.
- 800Required midday meal period for lumber-, sawmill-, and wood-products employees.
- 850Maximum hours for pharmacy employees who sell drugs or compound prescriptions.
- 851Bar on an employer requiring or permitting pharmacy employees to exceed the § 850 maximum hours.
- 851.5Hours of work for pharmacy employees must be consecutive, with limited meal-break exceptions.
- 852Employer must apportion rest so a pharmacy employee gets one full day of rest each week.
- 921Declares 'yellow-dog' promises (to join or refrain from joining a labor organization) contrary to public policy.
- 922Makes it a misdemeanor to coerce a person into an agreement not to join a labor organization as a condition of employment.
- 923Declares California's public policy favoring employees' freedom of association and self-organization in labor relations.
- 970Bar on inducing a person to relocate for work by knowingly false representations about the job (work, conditions, or duration).
- 973Disclosure requirement when advertising for or soliciting workers during an active strike, lockout, or labor dispute.
- 976Bar on publishing employment advertisements as a salesman, broker, or agent that are willfully designed to mislead.
- 1021Civil penalty on a person who employs workers for work requiring a contractor's license without holding one.
- 1021.5Civil penalty on a licensed contractor who knowingly misclassifies an unlicensed worker as an independent contractor.
- 1025Duty (private employers of 25+) to reasonably accommodate an employee who voluntarily enters an alcohol or drug rehabilitation program.
- 1026Duty to safeguard the privacy of an employee enrolled in an alcohol or drug rehabilitation program.
- 1101Bar on employer rules forbidding employees from engaging in politics or running for office.
- 1102Bar on coercing employees, by threat of discharge, to adopt or refrain from a particular political course.
- 1102.5Whistleblower protection — bars retaliation against an employee for disclosing suspected legal violations.
- 1153Defines unfair labor practices by an agricultural employer under the Agricultural Labor Relations Act.
- subdivisions (c) and (d) of Section 1174Employer recordkeeping duties — keeping required payroll records and keeping them at a central or accessible location.
- 1197.5California Equal Pay Act — bars paying lower wages for substantially similar work on the basis of sex, race, or ethnicity.
- 1198Makes it unlawful to employ workers longer than the hours, or under conditions, prohibited by an applicable wage order.
- subdivision (b) of Section 1198.3Limits on the Chief of DLSE's power to exempt employers from a mandatory-day-off requirement in a wage order.
- 1199Makes it a misdemeanor to require unlawful hours or conditions, pay less than the minimum wage, or violate a wage order.
- 1199.5Misdemeanor penalties for willful violations relating to industry wage and hour standards.
- 1290Bar on employing a minor under 16 in or about a manufacturing establishment or other place of labor (child-labor rule).
- 1292Bar on employing a minor under 16 in adjusting machine belts or oiling, wiping, or cleaning machinery.
- 1293Bar on employing a minor under 16 to operate or assist specified dangerous woodworking and other machinery.
- 1293.1Bar on employing or permitting a minor under 12 to work in an agricultural zone of danger.
- 1294Bar on employing a minor under 16 in railroads, vessels, and other enumerated hazardous occupations.
- 1294.1Bar on employing a minor under 16 in occupations declared particularly hazardous under federal regulation.
- 1294.5Permitted and prohibited gas-service-station work for minors 16 and 17 years of age.
- 1296DLSE authority to determine, after hearing, whether a trade or occupation is too dangerous for the employment of minors.
- 1297Bar on employing a minor under 16 as a messenger for telegraph, telephone, or messenger service.
- 1298Bar on employing a minor under 12 in selling or distributing newspapers, magazines, periodicals, or circulars.
- 1301Extends the minor-employment provisions and their penalties to a person who owns or controls property where a minor is employed.
- 1308Misdemeanor and civil penalties for employing or using a minor in violation of the child-labor provisions.
- 1308.1Age limits and conditions for minors engaged in door-to-door or street sales.
- 1308.7Hour limits for minors employed in the entertainment industry.
- 1309Misdemeanor penalty for taking, hiring, or using a minor for the prohibited child-labor purposes of § 1308.
- 1309.5Penalties for selling or distributing for resale material depicting a minor produced in violation of the child-labor laws.
- 1391Hour and time-of-day limits on employing minors (general school-age limits).
- 1391.1Hour exceptions for minors 16–17 enrolled in approved work-experience or cooperative vocational education programs.
- 1391.2Relaxed hour limits for a minor under 18 who has graduated high school or its equivalent.
- 1392Misdemeanor for a guardian or master who requires a ward or apprentice to work more than eight hours a day.
- 1683Bar on acting as a farm labor contractor without a valid license in effect and in possession.
- 1695Affirmative duties of a licensed farm labor contractor (carrying the license, disclosures, recordkeeping, and conduct).
- subdivision (a) of Section 1695.5Farm labor contractor's duty to furnish a grower, on request, a payroll list of all the contractor's employees working for that grower.
- 1695.55Farm labor contractor's duty to provide each contracted grower a payroll record for each farmworker (wages, hours, and rate).
- 1695.6Bar on knowingly contracting for the services of an unlicensed farm labor contractor.
- 1695.7Duty of a farm labor contractor to give a grower a copy of its current valid license before contracting.
- 1695.8Bar on a person whose farm-labor-contractor license was suspended, revoked, or denied performing those activities for three years.
- 1695.9Duty of a person subcontracted by a farm labor contractor to provide proof of a current valid license.
- 1696Prohibited acts of a licensed farm labor contractor (misrepresentation, false statements, and related misconduct).
- 1696.5Farm labor contractor's duty to furnish each worker an itemized wage statement at each payment of wages.
- 1696.6Bar on a farm labor contractor recruiting or transporting a worker without a bona fide job order.
- 1697.1Bar on false or misleading representations that farm employment or an employee benefit is jeopardized unless a fee is paid.
- 1700.25Talent agency's duty to deposit funds received for an artist in a trust account and disburse them within 30 days.
- 1700.26Talent agency recordkeeping duties (artists represented, fees received, and employments secured).
- 1700.31Bar on a talent agency issuing a contract, or filling an order, that would violate the law.
- 1700.32Bar on a talent agency publishing false, fraudulent, or misleading information or advertising.
- 1700.40Bar on a talent agency collecting a registration fee, with refund duties when promised employment does not materialize.
- 1700.47Bar on a talent agency refusing to represent an artist on the basis of protected characteristics.
- 1735Bar on a public-works contractor discriminating in employment on bases protected by the Fair Employment and Housing Act.
- 1771Prevailing-wage requirement — workers on public works must be paid not less than the general prevailing rate of per diem wages.
- 1774Duty of the awarded contractor and subcontractors to pay the specified prevailing wage rates to all workers on the contract.
- 1776Certified-payroll-records duties of public-works contractors and subcontractors.
- 1777.5Apprenticeship requirements on public works (employing and training registered apprentices).
- 1811Eight-hour-day / 40-hour-week limit on the time of service of workers on public works.
- 1815Overtime-rate requirement for public-works work performed beyond 8 hours per day or 40 hours per week.
- 2651Bar on manufacturing specified articles (food, apparel, toys, and others) by industrial homework.
- 2673Garment-manufacturer recordkeeping duties (names, hours, wages, and related records, kept for four years).
- subdivision (a) of Section 2673.1Joint and several liability of a garment manufacturer, contractor, or brand guarantor for unpaid wages of garment workers.
- 2695.2Minimum-wage and pay rules for sheepherders and goat herders employed on a 24-hour on-call basis.
- 2801Limits on the assumption-of-risk and fellow-servant defenses in an action for an employee's work-related personal injury or death.
- 2806Duty to give covered employees written notice before discontinuing medical, surgical, or hospital benefit coverage.
- 2810Bar on entering a labor or services contract (construction, farm-labor, garment, janitorial, security, port-drayage, or warehouse) with insufficient funds for lawful wages.
- subdivision (b) of Section 2929Bar on discharging an employee because their wages were garnished for one judgment debt.
- 3073.6Misdemeanor for willful discrimination in a recruitment or apprenticeship program on protected bases.
- 6310Bar on discharging or discriminating against an employee for complaining about, or exercising rights regarding, occupational safety and health.
- 6311Protection of an employee who refuses to perform work that would violate a safety order or standard and create a real and apparent hazard.
- 6399.7Anti-retaliation protection for employees who assert rights under the Hazardous Substances Information and Training Act.
Which version of the list applies.#
The list itself carries an applicability rule, added by SB 92. It draws the same line the rest of the 2024 reform draws — at the notice, not the violation:
(b) (1) Except as provided in paragraph (2), the amendments made to this section by the act adding this subdivision shall apply to a civil action brought on or after June 19, 2024. (2) The amendments made to this section by the act adding this subdivision shall not apply to a civil action with respect to which the notice required by subparagraph (A) of paragraph (1) of subdivision (a), paragraph (1) of subdivision (b), or subparagraph (A) of paragraph (1) of subdivision (c) of Section 2699.3 was filed before June 19, 2024.
In plain English
The SB 92 amendments to this list govern a civil action brought on or after June 19, 2024 — unless that action's PAGA notice was filed before that date, in which case the earlier version applies. The cutover follows the filing of the notice, not the date of the violation.
Mirrors the general § 2699(v) applicability rule, applied to this section: the line is drawn at the notice, so a late-filed suit on an early notice is still governed by prior law.
In practice: for a PAGA action whose notice was filed on or after June 19, 2024, the current (SB 92) list governs; for one whose notice predates that day, the earlier version does. The 2024 amendments govern a civil action brought on or after June 19, 2024 — unless the LWDA notice was filed before that date, in which case prior law governs (Lab. Code § 2699(v)).
What to do with the list.#
A roster of cross-references does quiet but decisive work. How you use it depends on who you are.
Scoping a notice against the list
- Check every Labor Code section a notice cites against this roster. Only the provisions on it travel the § 2699.3(a) notice-and-cure track.
- A provision a notice lists that is not on this list is on a different footing — it does not get the same notice-and-cure machinery, and that distinction can matter to your response.
- Use the list to size the curable scope before you weigh a cure: it tells you which alleged violations the § 2699.3(a) procedure even reaches.
Most of the Labor Code is here — but not all of it. The list, not intuition, decides which violations take PAGA’s notice-and-cure path.