How do I report an error?
Email alex@buildifyhq.com with the headline, the specific passage, and what you believe is correct. If you can point to a primary source, that speeds things up considerably. We read every one, including the ones that turn out to be wrong.
What happens then?
We check the claim against the primary source. If we were wrong, we fix it and disclose it. If we were right, we reply and explain why, and we will usually add a clarifying line if the passage was ambiguous enough to be misread.
How are corrections disclosed?
It depends on what changed, and we do not hide the distinction:
- Correction. A factual error: a wrong rate, date, threshold, citation, or statement of what a rule requires. The article carries a dated correction note describing what it previously said and what it now says. We do not silently overwrite the text.
- Clarification. The facts were right but the wording invited a wrong reading. The article carries a dated note.
- Update. The law itself changed after publication. The article is updated with a dated note, because a compliance article that quietly goes stale is more dangerous than one that is obviously old.
- Typographical fixes. Spelling and formatting are fixed without a note, provided the meaning does not change.
Do you ever unpublish?
Almost never. If an article is so wrong that correcting it is not possible, we replace the text with an explanation of what happened and leave the page in place. Removing a URL to make an error disappear is not a correction, it is a cover-up, and the link would rot anyway.
Why this matters here
We publish figures that businesses use to set payroll and decide whether they are compliant. A wrong minimum wage on this site could cost a reader real money. That is the reason for a stated policy rather than an informal habit.
What have you corrected?
Every change we have published, newest first. This log is generated from the articles themselves, so it cannot fall out of step with the notes printed on them.
- Why California Businesses Face the Nation's Highest ADA Lawsuit Risk
- Correction, August 20, 2026: This article previously said California filings had 'consistently made up roughly 40 percent of the national total.' The figure was overstated and the word consistently was wrong. California accounted for 3,252 of 8,800 federal Title III filings in 2024, about 37 percent, and New York held the top spot in 2022 and 2023.
- Does the CCPA Apply to Your Business? The Thresholds, Explained
- Clarification, August 20, 2026: The revenue threshold was given as 'roughly $26.6 million.' The exact figure is $26,625,000, effective January 1, 2025, and it is generally read as total gross revenue rather than revenue earned in California.
- Beneficial Ownership Reporting Is Over for U.S. Companies
- Update, August 20, 2026: This article previously described the March 2025 interim final rule as an unsettled position that could be reversed, and advised readers to treat the question as open. FinCEN issued a final rule effective August 14, 2026 permanently exempting U.S.-formed entities and stating it will delete beneficial ownership data already filed by U.S. persons. The article has been rewritten and retitled.
- PAGA After the 2024 Reform: What Changed for Employers
- Clarification, August 20, 2026: Added the exception to the 30 percent penalty cap, which is unavailable to employers who acted maliciously, fraudulently, or oppressively, or whose policy was found unlawful within the preceding five years. The trigger date was also corrected: the reforms apply to actions based on LWDA notices filed on or after June 19, 2024, not to claims filed on that date.
- California's Captive Audience Ban Is Blocked, and Has Been Since September
- Correction, August 20, 2026: This article previously stated that SB 399 was 'in effect and enforceable unless and until a court rules otherwise.' A court had already ruled. A federal judge enjoined the law statewide on September 30, 2025, and it has been unenforceable since. The article has been rewritten and retitled to reflect the injunction and the pending Ninth Circuit appeal.
- SB 553: The Workplace Violence Prevention Plan Nearly Every California Employer Must Keep
- Clarification, August 20, 2026: The small-worksite exemption was described as applying to workplaces with fewer than 10 employees that are not accessible to the public. It also requires a compliant Injury and Illness Prevention Program already in place, and all three conditions must be met at once. A requirement to produce records within 15 calendar days of an employee request has also been added.