California employers that fail to pay final wage judgments will face a host of new of potential ramifications thanks to new law just signed into effect by Governor Newsom. SB 261, signed Monday and taking effect on January 1, 2026, significantly increases the risks for employers with unpaid wage judgments by introducing triple penalties, mandatory attorneys’ fees, and broader prosecutorial authority for the Labor Commissioner’s Office. Employers should adopt a proactive compliance strategy as the best defense against escalating liability – here are five ways you can prepare.
5 Things To Know About SB 261
1. Triple Penalties for Delay. Courts may now impose a penalty up to 3 the unpaid judgment (plus interest) if it remains unsatisfied 180 days after the appeal period has lapsed.
2. Mandatory Attorneys’ Fees. Employees, the Labor Commissioner, and public prosecutors are automatically entitled to attorneys’ fees and costs in wage judgment enforcement actions where the plaintiff prevails.
3. Expanded Enforcement Power. Public prosecutors can now step in as assignees of employees to enforce unpaid judgments, adding significant enforcement capacity.
4. Penalty Distribution. 50% of penalties go directly to affected employees; the other half funds DLSE enforcement and education.
5. Successor Liability. Business reorganizations or transfers may not shield companies as successors may be jointly and severally liable for unpaid judgments.
5 Ways You Can Prepare
1. Audit for...
word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word word w...