Quick Summary
If you are hiring a Account Executive in California, you are required by SB 1162 (amended by SB 642) to disclose a salary range in the job posting. This applies to employers with 15+ employees, including remote positions that could be filled by California residents. Failure to comply can result in fines of Up to $10,000 per violation; private right of action; 6-year look-back for wage recovery.
What Does California Law Require?
Under SB 1162 (amended by SB 642), effective January 1, 2023 (amended January 2026), employers posting Account Executive positions in California must include specific compensation disclosures. Here is exactly what the law mandates:
Compliance Checklist for Account Executive Postings in California
Why Account Executive Roles Are Especially at Risk
Sales roles with variable compensation (base + commission) present a unique challenge. Several states require disclosure of the base salary range separately from commission structures, making generic "OTE" postings non-compliant.
The typical salary range for a Account Executive is $70,000 - $140,000 (base + commission), though this varies significantly by seniority, location, and company size. California law requires that your posted range reflect a good-faith estimate of what you actually expect to pay - not an artificially wide band designed to technically comply.
Penalties and Enforcement
Non-compliance carries real financial consequences. California penalties for failing to include required salary information in your Account Executive posting include:
Fine Exposure
Up to $10,000 per violation; private right of action; 6-year look-back for wage recovery
California has the most aggressive enforcement posture in 2026. The SB 642 amendment extended the statute of limitations to 3 years with a 6-year look-back for wage recovery claims. The state labor commissioner proactively audits job boards.
Remote Account Executive Roles and California Compliance
If your Account Executive position is listed as "Remote" or "Remote - US" and you do not explicitly exclude California from the job listing, you must comply with California salary transparency law. This is true even if your company has no physical presence in California.
Sales roles like Account Executive are frequently posted as remote-eligible, which means many employers unknowingly trigger California compliance requirements. The safest approach is to include California-compliant salary disclosures in all remote postings, or to explicitly restrict hiring to states where you are not subject to transparency mandates.
How to Make Your Account Executive Posting Compliant
Compliance is straightforward when you know what to include. Follow these steps:
- Determine your pay range. Set a realistic minimum and maximum for the Account Executive role based on market data and internal pay bands.
- Include the range in the posting. State the range clearly - such as "$X - $Y annually" or "$X - $Y per hour." Avoid vague language like "competitive salary."
- Run a compliance check. Use our free compliance checker to verify your posting meets California requirements before publishing.
Verify Your Account Executive Posting Now
Paste your job posting and instantly see if it meets California requirements.
Helpful Resources
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California Salary Transparency Law - Full Guide
Deep dive into SB 1162 (amended by SB 642) requirements, examples, and penalties.
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The Hidden Costs of Non-Compliance in 2026
Understand the shift towards aggressive audits and pay equity litigation.
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All State Laws - Quick Reference
Compare salary transparency requirements across all active jurisdictions.