The LWDA has proposed detailed regulations aimed at standardizing and tightening the administrative mechanics of PAGA, including notice specifics, cure avenues, and post-filing settlement and reporting obligations. The proposed regulations are not yet binding, but they signal where PAGA practice is heading.

Key Highlights for Employers

• Portal standardization: PAGA notices, employer responses, cure filings, complaints, settlements, and judgments would be uploaded through designated LWDA portal links. A submission is not “filed” until it is uploaded under the correct link.
• Notice specifics: PAGA notices would need to contain specific facts and theories for each alleged violation personally experienced by the claimant. Boilerplate allegations or restatements of law would be insufficient.
• High-frequency / vexatious filer status: high-volume filer firms would face mandatory disclosure and certification requirements, and designated vexatious filers would be subject to LWDA prefiling review. For high frequency filers, (200 filings in a 12-month period), named plaintiffs must affirm they have read their LWDA Notice and that they have suffered the alleged violations.
• Optional employer response: employers could (but need not) submit an “Employer Response” within 33 days of receipt, which is separate from a cure proposal.
• Cure and settlement timelines become harder to ignore: small-employer and wage-statement cure tracks operate on short, sequential deadlines, and LWDA would receive at least 45 days to review proposed court settlements.

Deadlines at a Glance

Event	When	What to Do
Employer response (optional)	Within 33 days of notice receipt	Decide whether a portal response helps (narrow issues, position statement, early settlement posture).
Small-employer cure proposal (fewer than 100 employees)	By Day 33 after receipt	If eligible, prepare confidential cure proposal and supporting records; tolling applies during cure track.
Wage-statement-only cure	Cure notice within 33 days of postmark; dispute within 14 days	Rapid payroll and HR efforts; document corrective actions and declaration of personal knowledge.
Court filings to LWDA (claimant obligation)	Within 10 days of filing (complaints, amendments, judgments, and related orders)	Monitor for parallel actions and uploaded pleadings and related orders.
Court settlement to LWDA	Filed on or before court-submission; LWDA gets 45 days to review	Build review window into court calendar; verify other “pending actions” notice process.

Operational Steps You Can Implement Now

• Adopt a Day-0 intake protocol: preserve envelope and postmark information; alert Legal, HR, and Payroll within 24 hours; and calendar Day-33 decision points.
• Build a notice triage checklist: aligned to the proposed required fields (worksite, dates, job duties, claimant-specific facts, and penalty provisions).
• Small employer cure: If you may qualify as a small employer, prepare a cure “kit” (policies, payroll data pulls, wage-statement templates, and remediation steps) so you can move inside the Day-33 window.
• Centralize PAGA tracking: maintain information across all entities and locations to address headcount and single-enterprise/joint-employer issues early.

Engagement: Updates and Potential Programming

Hanson Bridgett is closely monitoring the LWDA’s proposed PAGA regulations and is committed to sharing timely updates and practical insights as the rulemaking progresses. We are evaluating potential programming on this topic. Subscribe to our mailing list to receive alerts, invitations, and notifications regarding future updates and educational opportunities.

Comment Period and Next Steps

Written comments on the proposed regulations are due to the LWDA by March 23, 2026. The LWDA’s notice states comments may be submitted by email to Danielle West ([email protected]) or by mail to Labor and Workforce Development Agency, Attn: Danielle West (MIC-55), 1416 Ninth Street, Sacramento, CA 95814. We are monitoring the rulemaking and will provide updates as the proposal evolves.