PHRca Recertification for California HR Pros: Everything You Need to Know
California employment law is a beast of its own. If you’ve worked in HR in this state for any length of time, you already know that — federal rules are just the starting point. Between FEHA, Cal/OSHA, paid family leave, meal and rest break requirements, and a regulatory environment that shifts every legislative session, California HR professionals operate on a different playing field than their counterparts in other states.
That’s exactly why HRCI created the PHRca — Professional in Human Resources – California. It’s the only HR certification built specifically for professionals who navigate California’s unique employment landscape. And if you already hold it, keeping it active through PHRca recertification is essential to staying current and credible.
This guide covers the full PHRca recertification California process — what’s required, how to earn your credits efficiently, and how to avoid the mistakes that trip up California HR professionals.
What Is the PHRca Certification?
The PHRca is an HRCI credential designed for HR professionals who work in California or manage California-based employees. Unlike the standard PHR, which focuses on federal employment law and general HR practices, the PHRca zeroes in on California-specific labor law, regulations, and compliance requirements.
This credential is relevant if you fall into any of these categories:
- California-based HR professionals who handle day-to-day compliance, employee relations, and policy administration under CA law
- Remote HR managers overseeing California employees — even if you’re personally located in Texas or New York, if your team includes CA workers, their rights follow California rules
- Multi-state employers whose workforce spans states with vastly different regulatory frameworks
- HR consultants who advise California businesses on compliance, hiring, termination, and workplace safety
The PHRca isn’t a replacement for the PHR — it’s a complement. Many California HR professionals hold both. The PHR demonstrates broad HR competency, while the PHRca signals deep expertise in the state’s regulatory environment.
PHRca Recertification Requirements: The Full Breakdown
Maintaining your PHRca follows a structured recertification cycle set by HRCI. Here are the core requirements:
- 60 recertification credit hours must be earned over a three-year cycle
- 15 of those credits must be California-specific — covering topics directly related to California employment law and HR practices
- 1 ethics credit is required within the cycle
- Credits must come from HRCI-approved activities and providers
That 15-credit California requirement is where things get interesting — and where a lot of PHRca holders run into trouble. General HR courses, federal compliance webinars, and leadership development workshops can fill the other 45 credits. But those 15 California-specific hours? You need targeted content from a provider that actually offers HRCI-approved California credits.
Key point: If you’re recertifying both your PHR and PHRca simultaneously, HRCI allows overlapping credits for the general portion. But the 15 California-specific credits must be earned from content that explicitly covers California employment law topics.
Why California HR Law Demands Specialized Knowledge
If you’ve ever tried to explain California employment law to an HR professional from another state, you’ve probably seen the look of disbelief. California doesn’t just add regulations on top of federal law — in many areas, it replaces them with stricter, more employee-protective standards.
Here are the areas where California employment law diverges most sharply from federal requirements:
Fair Employment and Housing Act (FEHA)
FEHA provides broader protections against workplace discrimination than Title VII. It covers employers with 5 or more employees (compared to Title VII’s 15-employee threshold), adds protected categories not covered federally, and includes specific requirements around reasonable accommodation and the interactive process that go beyond ADA mandates.
Cal/OSHA and Workplace Safety
California runs its own state OSHA program with standards that frequently exceed federal requirements. From heat illness prevention to workplace violence prevention plans, Cal/OSHA demands California-specific knowledge.
Meal and Rest Breaks
One of the most litigated areas of California employment law. Employers must provide a 30-minute unpaid meal break for shifts over five hours and 10-minute paid rest breaks for every four hours worked. Miss any of these, and the employer owes premium pay. The nuances around waiver agreements and on-duty meal periods keep California HR teams constantly on alert.
CFRA, Paid Family Leave, and Leave Coordination
The California Family Rights Act covers employers with 5 or more employees (FMLA requires 50) and broadens the definition of family member. Meanwhile, California’s Paid Family Leave program provides wage replacement that interacts with CFRA, FMLA, and employer leave policies — a compliance puzzle that doesn’t exist in most other states.
Harassment Prevention Training (SB 1343)
California mandates harassment prevention training for all employees at companies with 5+ workers. Supervisors need two hours; non-supervisory employees need one hour — within six months of hire and every two years after.
Pay Equity, PAGA, and More
California leads the nation in pay equity legislation — employers cannot ask about salary history, must provide pay scales to applicants, and face strict equal pay requirements beyond the federal Equal Pay Act. On top of that, the Private Attorneys General Act (PAGA) allows employees to file lawsuits on behalf of the state for Labor Code violations, turning every worker into a potential enforcement agent.
Each of these areas evolves with new legislation and court rulings. The PHRca recertification California requirement ensures credentialed professionals stay current rather than relying on outdated knowledge.
How to Earn Your 15 California-Specific Credits
The 15-credit California requirement is the biggest practical challenge in PHRca recertification. Most national HR education providers don’t offer California-specific content — or if they do, it’s limited to one or two courses that barely scratch the surface.
Here’s where RecertifyHR stands out. As an official HRCI-approved provider, RecertifyHR offers 20.5 California credit hours across its course catalog. That’s more than enough to cover your entire 15-credit California requirement — with room to spare.
Those 20.5 California credits cover the topics that matter most to PHRca holders:
- California-specific employment law updates
- FEHA compliance and the interactive accommodation process
- Wage and hour law including meal/rest breaks, overtime, and classification
- California leave law coordination (CFRA, PFL, PDL, and FMLA interaction)
- Harassment prevention and workplace safety under Cal/OSHA
- Pay equity, salary transparency, and reporting requirements
All courses are self-paced and online — work through them during lunch, after the kids are asleep, or between meetings. No travel, no set class times, no waiting for the next session to open.
Covering the Full 60 Credits with One Provider
Beyond the California-specific credits, you still need 45 additional credits for the 60-credit total. Most providers force you to piece together credits from multiple sources — a webinar here, a conference there, maybe a certificate program to fill the gaps.
RecertifyHR’s catalog includes 68 courses totaling 100.5 HRCI credit hours. The full credit breakdown:
- 42.75 General credits
- 15 Business credits
- 22.25 Global credits
- 20.5 California credits
That means you can complete your entire PHRca recertification — all 60 credits including the 15 California-specific hours and the ethics requirement — through a single provider. No scrambling to find supplemental courses. No spreadsheet tracking credits from five different sources.
The cost? $250 per year for unlimited access to every course in the catalog. Compare that to a single HR conference ($1,500-$3,000+) or buying individual courses at $30-$100 each from scattered providers. Over 2,800 HR professionals have already chosen RecertifyHR — and California-based members consistently cite the depth of CA-specific content as a primary reason they signed up.
PHRca vs. PHR: Do You Need Both?
If you already hold a PHR and work in California, you might wonder whether adding the PHRca is worth it. Here’s how they compare:
| Feature | PHR | PHRca |
|---|---|---|
| Focus | Federal employment law, general HR operations | California-specific employment law and regulations |
| Best for | HR professionals in any U.S. state | HR professionals working with California employees |
| Recertification credits | 60 over 3 years | 60 over 3 years (15 must be CA-specific) |
| Ethics requirement | 1 ethics credit per cycle | 1 ethics credit per cycle |
| Employer perception | Strong general HR competency | Deep CA regulatory expertise |
For California-based HR professionals, holding both credentials signals expertise at the national and state level. Many California employers actively prefer candidates with the PHRca because it reduces compliance risk in a state where violations carry severe penalties. And if you’re managing California employees remotely from another state, the PHRca shows you take CA compliance seriously. For more on choosing the right path, see this guide on how to choose the right HR certification for your career path.
Common PHRca Recertification Mistakes (and How to Avoid Them)
Certain patterns keep showing up among PHRca holders during recertification. Here are the most common mistakes:
Waiting Until the Last Minute
Your three-year cycle feels like plenty of time — until it isn’t. Life gets busy, work demands pile up, and suddenly you’re three months from your deadline with 40 credits still to earn. Start early and spread your credits across the full cycle. Even completing one course per month gets you well ahead of schedule.
Ignoring the California Credit Requirement
This is the most costly mistake. You accumulate 60 credits from general HR courses, conferences, and webinars — then realize too late that none of them qualify as California-specific. Now you’re scrambling to find 15 California credits before your deadline. Plan your California credits first, then fill in the rest.
Using Non-Approved Providers
Not every course that covers California employment law counts toward HRCI recertification. The provider must be HRCI-approved, and the specific activity must carry an HRCI activity ID. Always verify that a course is approved before you invest time in completing it. RecertifyHR is an official HRCI-approved provider — every course and credit in the catalog counts.
Failing to Track Credits
HRCI requires documentation with your recertification application. Keep records of every course — certificates of completion, dates, credit hours, and activity IDs. A good provider generates these automatically, but the responsibility for maintaining records falls on you.
Overlooking the Ethics Credit
One ethics credit per cycle doesn’t sound like much, but it’s a specific requirement that general HR courses might not satisfy. Make sure at least one of your courses explicitly carries the ethics designation. For a deeper look at this requirement, see the complete guide to HRCI recertification.
Building a PHRca Recertification Plan That Works
The most effective approach to PHRca recertification California credits is a structured plan that spreads your learning across the full three-year cycle. Here’s a practical framework:
Year One: California Credits First
Knock out your 15 California-specific credits in the first year. This eliminates the most restrictive requirement early and gives you peace of mind. With RecertifyHR’s 20.5 California credit hours available, you can complete the full CA requirement and then some.
While you’re at it, complete your 1 ethics credit. That checks two boxes in your first year.
Year Two: General and Business Credits
Focus on the broader HRCI credit categories — General, Business, and any topics that align with your professional development goals. This is a good time to explore courses on strategic HR management, workforce planning, HR analytics, or leadership development.
Year Three: Finish Strong and Buffer
Complete your remaining credits and build a small buffer in case any credits are questioned during the review process. Aim to finish at least two months before your deadline to avoid any last-minute stress.
With RecertifyHR’s unlimited access at $250/year, this plan costs a fraction of what most professionals spend. Take as many courses as you want, revisit material when laws change, and explore topics beyond your minimum requirements.
PHR Recertification and PHRca: Managing Dual Credentials
If you hold both the PHR and PHRca, recertification doesn’t have to mean double the work. HRCI allows credit overlap for the general portion. The key is planning strategically:
- Earn your 15 California-specific credits — these only count toward the PHRca, so they’re your unique requirement
- Earn your Business credits — these count toward both PHR and PHRca general requirements
- Fill in General credits — these also apply to both credentials
- Complete your ethics credit — one ethics credit satisfies both certifications
With the right plan, dual credential holders can recertify both without earning 120 separate credits. The additional effort is primarily the 15 California-specific hours. For a detailed walkthrough, see the PHR recertification requirements guide.
Frequently Asked Questions About PHRca Recertification
How many credits do I need for PHRca recertification?
You need 60 recertification credit hours over a three-year cycle. Of those, 15 must be California-specific credits covering California employment law and HR practices. You also need at least 1 ethics credit within the cycle. The remaining credits can come from any HRCI-approved category — General, Business, or Global.
Can I earn all my PHRca recertification credits online?
Yes. HRCI accepts credits from approved online providers, and there is no requirement to attend in-person events or conferences. RecertifyHR offers 100.5 credit hours across 68 fully online, self-paced courses — including 20.5 California-specific credits. You can complete your entire recertification from your laptop without attending a single live event.
What happens if I don’t recertify my PHRca on time?
If your deadline passes without the required 60 credits, your PHRca certification lapses. HRCI offers a grace period with additional fees, but if you miss that too, you may need to retake the PHRca exam. Recertifying through continuing education is far less stressful than sitting for the exam a second time.
Do California credits count toward PHR recertification too?
California-specific credits count toward your PHRca but may not automatically satisfy PHR credit categories. If you hold both credentials, general credits (Business, General, Global) count toward both. The 15 California-specific credits are unique to the PHRca. Strategic planning lets you recertify both credentials without doubling your course load.
How much does PHRca recertification cost?
The HRCI recertification application fee is separate from the cost of earning credits. Most professionals spend $500 to $3,000+ accumulating 60 credits from various sources. With RecertifyHR at $250/year, you get unlimited access to all 68 courses — enough to cover your full 60 credits including the California requirement. Over a three-year cycle, that’s $750 total, making it one of the most affordable paths to PHRca recertification available.
Who should get the PHRca certification?
The PHRca is designed for HR professionals who need California-specific employment law expertise — anyone working in HR in California, managing CA employees remotely, consulting for California businesses, or running multi-state operations that include California. If your work involves FEHA compliance, wage and hour rules, Cal/OSHA, or leave administration, the PHRca validates that expertise in a way the standard PHR cannot.
Start Your PHRca Recertification Today
California isn’t getting any simpler for HR professionals. The regulatory environment grows more complex each year, and the penalty for getting it wrong — whether that’s a PAGA claim, a DFEH complaint, or a wage and hour lawsuit — keeps climbing.
The PHRca exists because California HR requires specialized knowledge. Recertifying ensures that knowledge stays current. And with RecertifyHR, you can cover your full PHRca recertification California requirements — all 60 credits, including the 15 California-specific hours — through one affordable, HRCI-approved platform.
Start with a free course and see for yourself why 2,800+ HR professionals trust RecertifyHR for their recertification.