SB 261 takes effect January 1, 2026, and it creates massive penalties for unpaid wage judgments. If a final wage judgment remains unpaid after 180 days, California employers face civil penalties of up to three times the judgment amount\u2014unless they establish a payment plan before the deadline.<\/p>\n\n\n\n
This isn’t a hypothetical risk. Wage and hour judgments are common in California\u2014overtime miscalculations, meal break violations, misclassification claims. When these cases result in a judgment, employers typically negotiate payment terms or appeal. Under SB 261, if that judgment isn’t satisfied within 180 days, the penalties start accruing.<\/p>\n\n\n\n
\u26a0\ufe0fThe statute applies to judgments entered in court and to final administrative decisions that are filed with the superior court. However, employers can avoid the treble penalty by reaching an “accord” (payment plan) with the employee under Labor Code Section 238 before the 180th day and remaining in full compliance with that accord until its satisfaction.<\/p>\n\n\n\n
SB 261 also creates “successor” liability. If your business undergoes a restructuring, sale, or other transaction, the successor entity can be held jointly and severally liable for penalties on the unpaid judgment. That liability extends “under statute or any other law,” which means alter ego and successor liability doctrines now carry treble penalty exposure.<\/p>\n\n\n\n
Do you have a plan to either satisfy wage judgments within 180 days or establish a formal payment plan before that deadline?<\/p>\n\n\n\n
If you’re facing a wage judgment or anticipate wage and hour claims, consult with an employment attorney to assess settlement timing, establish payment plans, and avoid SB 261’s penalty provisions.<\/p>\n\n\n\n
#SB261 #WageAndHour #CaliforniaEmployers #LaborCode #JudgmentPenalties<\/p>\n\n\n\n
Please note that this article is for informational purposes only and should not be considered and is not legal advice, and does not constitute an attorney-client relationship. It is recommended to consult with an attorney directly for specific guidance pertaining to your business or individual situation.<\/p>\n\n\n\n
This post shares general information based on common patterns I see in California workplaces. It is not legal advice, does not create an attorney-client relationship, and outcomes depend on specific facts \u2014 no lawyer can guarantee a result. Past results do not guarantee or predict future outcomes. AI may have been used to create this post. All content reviewed by a CA attorney before publication. This post may be attorney advertising.<\/p>\n\n\n\n
Michael Trust Law, APC, 703 Pier Avenue, Ste. B367, Hermosa Beach, CA 90254: michaeltrustlaw.com<\/p>\n","protected":false},"excerpt":{"rendered":"
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