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A new law that went into effect this week requires most California employers to disclose salaries on job listings.

The law affects every company with more than 15 employees looking to fill a job that could be performed from the state of California. It covers hourly and temporary work, all the way up to openings for highly-paid technology executives.

That means it’s now possible to know the salaries top tech companies pay their workers. For example:

Notably, these salary listings do not include any bonuses or equity grants, which many tech companies use to attract and retain employees.

California is the latest and biggest state to enact a pay transparency law, joining Colorado and New York City, which had previously passed similar policies. But more than 20% of Fortune 500 companies are based in California, including leaders in technology and media, and advocates hope that California’s new law will be the tipping point that turns posting salary information into standard practice.

In the U.S., there are now 13 cities and states which require employers to share salary information, covering about one in four workers in the U.S., according to Payscale, a software firm focusing on salary comparison.

California’s pay transparency law is intended to reduce gender and race pay gaps and help minorities and women better compete in the labor market. For example, people can compare their current pay with job listings with the same job title and see if they’re being underpaid.

Women earn about 83 cents for every dollar a man earns, according to the U.S. Census.

“You’re going to need a lot of different elements in place in order for men and women to get paid the same for the same amount of work and the same experience,” said Monique Limón, the California state senator who sponsored the new law. “And one of those is transparency around salary ranges.”

But the new disclosures under the law might not tell the whole story of what a job pays. Companies can choose to display wide pay ranges, violating the spirit of the law, and the law doesn’t require companies to reveal bonuses or equity compensation.

The law could also penalize ambitious workers who are gunning for more money because of their experience or skills, the California Chamber of Commerce said last year when opposing the bill. Some employers might be wary of posting pay to prevent bidding wars for top talent.

In a comment to CNBC, a Meta spokesperson said, “To ensure fairness and eliminate bias in our compensation systems, we regularly conduct pay equity analysis, and our latest analysis confirms that we continue to have pay equity across genders globally and by race in the US for people in similar jobs.” The firm also noted that it generally pays full-time employees in equity as well as cash.

Apple and Google did not immediately return requests for comment.

The new law

There are two primary components to California Senate Bill No. 1162, which was passed in September and went into effect on Jan. 1.

First is the pay transparency component on job listings, which applies to any company with more than 15 employees if the job could be done in California.

The second part requires companies with more than 100 employees to submit a pay data report to the state of California with detailed salary information broken down by race, sex, and job category. Companies have to provide a similar report on the federal level, but California now requires more details.

Employers are required to maintain detailed records of each job title and its wage history, and California’s Labor Commissioner can inspect those records. California can enforce the law through fines and can investigate violations. The reports won’t be published publicly under the new law.

California state Sen. Limón said that the bill helps narrow pay gaps by giving information to people so they can negotiate their pay better or determine if they are being underpaid for their experience and skills. It will also help the state check to make sure companies are following existing equal pay laws.

“The reason this is important is that we are not able to address problems that we cannot see,” Limón said.

Limón also hopes that the requirement will help California companies recruit the best talent and compete against other states which don’t require employers to post salaries. Ultimately, she says, helping making sure women and people of color are getting paid equally will help California’s economy.

Pay transparency laws could cause competition among companies that need to compete for the best talent. Some companies could even choose to post salary ranges on job listings where it’s not required.

“The consequence is not just for an individual, there are economic consequences for the state for people being underpaid,” Limón said. “That means that their earning power and how they’re able to contribute to this economy in California, whether it’s through a sales market, a housing market, through investment, is limited, because they are not being paid equitably.”

Loopholes

The new law doesn’t require employers to post total compensation, meaning that companies can leave out information about stock grants and bonuses, offering a highly incomplete picture for some highly paid jobs.

For high-paying jobs in the technology industry, equity compensation in the form of restricted stock units can make up a large percentage of an employee’s take-home pay. In industries like finance, bonuses make up a big portion of annual pay.

“Especially for tech employees, ultimately people want to know how much they’re getting in total compensation,” said Zuhayeer Musa, co-founder of Levels.fyi, a firm focused on recruiting and coaching for technology workers. “Sometimes stock compensation can be more than 50% of your actual total comp.”

Musa said that stock from big tech companies is basically liquid because it can be immediately sold on the stock market.

The new law also allows companies to provide wide ranges for pay, sometimes ranging over $100,000 or more between the lowest salary and the highest salary for a position. That seemingly violates the spirit of the law, but companies say that the ranges are realistic because base pay can vary widely based on skills, qualifications, experience, and location.

Companies may be open to hiring candidates with a range of experience — starting from entry-level to a more senior person — for a particular opening, said Lulu Seikaly, senior corporate attorney at Payscale.

Seikaly said she recommends clients should post job listings with a specific seniority level to narrow the potential pay range.

“When we talk to customers, and they ask what do you think is a good faith range, we tell them that’s a business decision, but the way we would do it, especially from the legal side, if you post by levels, that’s going to cover you a lot more than posting one wide range,” Seikaly said.

Some California companies are not listing salaries for jobs clearly intended to be performed in other states, but advocates hope California’s new law could spark more salary disclosures around the country. After all, a job listing with an explicit starting salary or range is likely to attract more candidates than one with unclear pay.

“I was telling some folks this morning that pay transparency right now is kind of the exception,” Seikaly said. “Give it five to 10 years, I think it’ll end up being the norm.”

Gender pay gap remains despite more women entering the work force

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Instacart ends AI-driven pricing tests that drove up costs for some shoppers

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Instacart ends AI-driven pricing tests that drove up costs for some shoppers

FILE PHOTO: Instacart shopper, Loralyn Geggatt makes a delivery to a customer’s home in Falmouth, MA on April 7, 2020.

David L. Ryan | Boston Globe | Getty Images

Instacart said Monday it will cease the use of artificial intelligence-driven pricing tests on its grocery delivery platform after the practice was scrutinized in a wide-ranging study and rebuked by lawmakers.

The company said in a blog post that retailers will no longer be able to use its Eversight technology to run pricing experiments on its platform, effective immediately.

“We understand that the tests we ran with a small number of retail partners that resulted in different prices for the same item at the same store missed the mark for some customers,” the company wrote. “At a time when families are working exceptionally hard to stretch every grocery dollar, those tests raised concerns, leaving some people questioning the prices they see on Instacart. That’s not okay – especially for a company built on trust, transparency, and affordability.”

Instacart acquired Eversight for $59 million in 2022. Eversight’s software allows retailers to carry out pricing tests to gauge shoppers’ reactions to higher or lower prices on certain items.

Instacart said at the time that the technology would help retailers improve sales and growth, while “also surfacing the best deals for customers.”

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Earlier this month, a study by Consumer Reports and other organizations found that Instacart’s algorithmic pricing tools caused shoppers to pay different prices for identical items from the same store.

The total cost for the same basket of goods at a single store varied by about 7%, which can result in over $1,000 in extra annual costs for customers. Instacart responded by saying that retailers determine prices listed on the app.

The company also rejected characterizations of the technology as surveillance pricing or dynamic pricing, and said the tests were never based on personal, demographic or individual-level user data.

Reuters reported last week that the Federal Trade Commission had sent a civil investigative demand to Instacart about its pricing practices.

Separately, Instacart last week was ordered to pay $60 million in refunds to customers to settle claims raised by the FTC that it used deceptive tactics in its subscription sign-up, “satisfaction guarantee” advertising and other processes.

Instacart denied any allegations of wrongdoing. The company said it answered questions from the FTC about its AI pricing tools as part of that settlement.

Study finds Instacart uses AI pricing tools causing various prices for identical products

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Tech stocks rebound, Google’s boomerang strategy, Xbox’s slump and more in Morning Squawk

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Tech stocks rebound, Google's boomerang strategy, Xbox's slump and more in Morning Squawk

Wall Street and Broad St. signs are seen as New York Stock Exchange building decorated for Christmas at the Financial District in New York City, United States on December 16, 2020.

Tayfun Coskun | Anadolu Agency | Getty Images

This is CNBC’s Morning Squawk newsletter. Subscribe here to receive future editions in your inbox.

Here are five key things investors need to know to start the trading day:

1. Here comes Santa Claus?

Technology stocks rebounded to end last week, helping assuage the latest worries about the artificial intelligence trade. The question now is if Santa is coming to town — which, in this case, means Wall Street.

Here’s what to know:

2. Epstein files

This photo illustration taken in Washington, DC, on December 19, 2025 shows redacted documents after the US Justice Department began releasing the long-awaited records from the investigation into the politically explosive case of convicted sex offender Jeffrey Epstein.

Mandel Ngan | AFP | Getty Images

The Justice Department released some of its investigative files tied to sexual predator Jeffrey Epstein on Friday. The release came on the deadline set by the Epstein Files Transparency Act, but it did not include all files as was instructed by the legislation.

The DOJ’s website now has an “Epstein Library” with a search box for keywords in the newly released files. However, CNBC found the search box did not immediately work as intended.

A number of documents were reportedly removed from the Justice Department’s site. A photo featuring President Donald Trump was later reposted after backlash.

3. Job search

Josh Woodward, VP of Google Labs, addresses the crowd during Google’s annual I/O developers conference in Mountain View, California on May 20, 2025.

Camille Cohen | AFP | Getty Images

Google hasn’t been looking far to staff up its AI teams. CNBC’s Jennifer Elias reported that about one-fifth of all AI software engineers hired by the tech giant this year were boomerangs, a term used for ex-employees who return.

That comes as 16-year Google veteran Josh Woodward has taken the helm of Gemini, the crown jewel of Alphabet’s AI ambitions, this year. The 42-year-old Oklahoma native also kept his role managing Google Labs.

Alphabet also made the news this weekend for a different business: its driverless ride-hailing service Waymo. The company had temporarily suspended operations in the San Francisco Bay Area following power outages.

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4. (Dis)like

In this photo illustration, iPhone screens display various social media apps on the screens on February 9, 2025 in Bath, England.

Anna Barclay | Getty Images News | Getty Images

C-suite leaders are learning a lesson that their younger, rank-and-file staffers grew up knowing: There’s a dark side to social media.

Executives and founders have been told that active social media usage is good for their personal brands and company awareness. But a growing body of anecdotes over recent years has shown that missteps can leave them — and sometimes the businesses they represent — in hot water.

Still, that doesn’t mean there aren’t benefits to being online, even if the reaction can be negative. How one founder put it to CNBC: “As long as your name is in their mouth, you’re doing something right.”

5. Glow up

While supplements tend to be more popular around New Year’s resolution season, Gruns is hoping its sales get a holiday bump. It’s selling some packs of gummies with a holiday flair, including a Grinch-inspired sour punch flavor.

Courtesy of Gruns

Make room, candy bars. Supplements may be making their way into stockings this year.

The wellness category is slated to gain ground this shopping season, with retailers giving this sector shelf space as consumers make resolutions for the new year. CNBC’s Melissa Repko reported that brands like Grüns and Neom Wellbeing are aiming to win shoppers’ interest this season by selling holiday-themed items.

On the other hand, Microsoft‘s Xbox may not be a hot item under trees as the gaming console remains in a slump. Between company layoffs, studio closures and price increases, CNBC’s Jaures Yip found that some are wondering if the Xbox is finally dead.

The Daily Dividend

Here’s some of the events we’re keeping an eye on this holiday-shortened week:

  • Tuesday: Real GDP and consumer confidence data
  • Wednesday: Early stock market close for Christmas Eve
  • Thursday: Stock market closed for Christmas

CNBC Pro subscribers can see a calendar and rundown for the week here.

CNBC’s Jonathan Vanian, Julia Boorstin, Laya Neelakandan, Chloe Taylor, Liz Napolitano, Dan Mangan, Sean Conlon, Jennifer Elias, Lora Kolodny, Mike Winters, Melissa Repko and Jaures Yip contributed to this report. Melodie Warner edited this edition.

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Uber, Lyft set to trial robotaxis in the UK in partnership with China’s Baidu

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Uber, Lyft set to trial robotaxis in the UK in partnership with China's Baidu

A Baidu Apollo RT6 robotaxi during Baidu’s Apollo Day in Wuhan, China, on Wednesday, May 15, 2024.

Bloomberg | Bloomberg | Getty Images

Chinese tech giant Baidu has announced plans to bring robotaxis to London starting next year through its partnerships with Lyft and Uber, as the UK emerges as a growing autonomous vehicle battleground.

The announced collaborations will bring Baidu’s Apollo Go autonomous vehicles to the British capital through the Uber and Lyft platforms, the companies said on their respective social media accounts. 

Lyft’s testing of Baidu’s initial fleet of dozens of vehicles will begin in 2026, pending regulatory approval, “with plans to scale to hundreds from there,” Lyft CEO David Risher said in a post on social media platform X on Monday.

Meanwhile, Uber said that its first pilot is expected to start in the first half of 2026. “We’re excited to accelerate Britain’s leadership in the future of mobility, bringing another safe and reliable travel option to Londoners next year,” the company added.

The moves add to Baidu’s growing global footprint, which it says includes 22 cities and more than 250,000 weekly trips, as it races against other Chinese players like WeRide and Western giants like Alphabet‘s Waymo. 

The UK, in particular, has seen a wave of interest from driverless taxi companies, following the government’s announcement in June that it would accelerate its plans to allow autonomous vehicle tech on public roads. 

The government now aims to begin permitting robotaxis to operate in small-scale pilots starting in spring 2026, with Baidu likely aiming to be amongst the first. 

The city of London has also established a “Vision Zero” goal to eliminate all serious injuries and deaths in its transportation systems by 2041, with autonomous driving technology expected to play a large role. 

News of Baidu pilots comes as its competitor Waymo also looks to begin testing in London, with plans for a full service launch in 2026. Waymo currently operates or plans to launch a service or test its fleet in 26 markets, including major cities like Tokyo and New York City.

Baidu, for its part, has been aggressively expanding globally, with testing rolling out in international markets like the United Arab Emirates and Switzerland

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