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100+ Free PHRca Practice Questions

Pass your Professional in Human Resources - California exam on the first try — instant access, no signup required.

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Which of the following statements about employment contracts in California is CORRECT?

A
B
C
D
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Key Facts: PHRca Exam

115

Total Questions

HRCI PHRca exam details

90

Scored Questions

HRCI PHRca exam details

2h

Time Limit

HRCI PHRca exam details

$495

Total Cost (App + Exam)

HRCI exam fees page

50+

CA-Specific Employment Laws

HRCI PHRca content outline

HRCI lists the PHRca exam as 115 total questions (90 scored + 25 pretest) in 2 hours at Pearson VUE centers. The $495 total cost ($100 application + $395 exam) covers California-specific employment law domains including wage/hour, leaves, FEHA, and Cal/OSHA.

Sample PHRca Practice Questions

Try these sample questions to test your PHRca exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1Under California law, which of the following is NOT a recognized exception to the at-will employment doctrine?
A.Implied contract exception based on employer representations
B.Public policy exception for refusing to violate a statute
C.Implied covenant of good faith and fair dealing
D.Employee's subjective belief that their job was permanent
Explanation: California recognizes three exceptions to at-will employment: (1) implied contract based on employer representations, (2) public policy violation, and (3) implied covenant of good faith and fair dealing. An employee's subjective belief alone, without supporting employer conduct or representations, does not create an exception to at-will employment.
2California's WARN Act (Cal-WARN) requires employers with how many employees to provide 60 days' advance notice of mass layoffs or plant closings?
A.50 or more employees
B.75 or more employees
C.100 or more employees
D.25 or more employees
Explanation: California's WARN Act requires employers with 75 or more employees (full-time and part-time) to provide 60 days' written notice before mass layoffs, relocations, or plant closings affecting 50 or more workers. This differs from the federal WARN Act, which applies to employers with 100 or more employees.
3An employer terminates a California employee for filing a workers' compensation claim. This is an example of:
A.Constructive discharge
B.Wrongful termination in violation of public policy
C.Breach of implied contract
D.At-will employment exercise
Explanation: Terminating an employee for filing a workers' compensation claim is wrongful termination in violation of public policy. California Labor Code Section 132a specifically prohibits retaliation against employees who file or intend to file workers' compensation claims. This is one of the most clear-cut public policy exceptions to at-will employment.
4Which of the following statements about employment contracts in California is CORRECT?
A.Non-compete agreements are generally enforceable if reasonable in scope
B.Employment contracts must be in writing to be legally binding
C.Arbitration agreements in employment contracts are enforceable under California law
D.Employees cannot waive their right to file DFEH complaints through arbitration agreements
Explanation: Arbitration agreements in California employment contracts are generally enforceable under both state and federal law, provided they meet procedural and substantive unconscionability standards. The U.S. Supreme Court has upheld the Federal Arbitration Act's preemption of state laws that single out arbitration agreements for disfavored treatment.
5Under California's ABC test for worker classification (AB 5), a worker is presumed to be an employee unless the hiring entity demonstrates all of the following EXCEPT:
A.The worker is free from the control and direction of the hiring entity
B.The worker performs work outside the usual course of the hiring entity's business
C.The worker is customarily engaged in an independently established trade or business
D.The worker has signed a written independent contractor agreement
Explanation: California's ABC test under AB 5 requires all three prongs to classify a worker as an independent contractor: (A) free from control, (B) performs work outside the hiring entity's usual business, and (C) is customarily engaged in an independently established trade. A written agreement alone does not satisfy the ABC test and cannot override the economic reality of the relationship.
6An employer's handbook states 'employees will only be terminated for cause after progressive discipline.' Under California law, this language most likely creates:
A.An express written contract guaranteeing employment
B.An implied contract modifying at-will status
C.No legal obligation since handbooks are not contracts
D.A unilateral contract enforceable only by the employer
Explanation: Under Foley v. Interactive Data Corp and subsequent California case law, handbook language promising termination only for cause after progressive discipline can create an implied contract modifying the at-will employment relationship. Courts examine the totality of circumstances including the handbook language, employer practices, and employee longevity.
7In California, an employer that fails to provide required Cal-WARN notice is liable for:
A.A $500 per employee penalty only
B.Back pay and benefits for each day of the violation, up to 60 days
C.Reinstatement of all affected employees
D.Criminal penalties including possible imprisonment
Explanation: Under California's WARN Act, employers who fail to provide the required 60-day notice are liable to each affected employee for back pay and the cost of benefits for each day of the violation period, up to 60 days. This is a civil remedy; the Act does not impose criminal penalties or require reinstatement.
8Which of the following is TRUE about whistleblower protections in California?
A.Only government employees are protected from retaliation for reporting violations
B.Employers may require employees to sign agreements waiving whistleblower protections
C.California Labor Code Section 1102.5 protects employees who report suspected violations of law
D.Whistleblower complaints must be filed within 30 days of the retaliatory action
Explanation: California Labor Code Section 1102.5 provides broad whistleblower protections for both public and private sector employees who report suspected violations of state or federal law to government or law enforcement agencies, or who refuse to participate in activities that would violate the law. These protections cannot be waived by agreement.
9Under California law, which statement about employee personnel files is CORRECT?
A.Employers have no obligation to allow employees to inspect their files
B.Current employees must be allowed to inspect personnel files within 30 calendar days of request
C.Former employees have no right to inspect their personnel files
D.Employers may charge a reasonable copying fee for personnel file copies
Explanation: Under California Labor Code Sections 1198.5 and 432, current and former employees have the right to inspect and receive copies of their personnel records. Employers must make records available within 30 calendar days of a written request. Employers must provide copies at no charge to the employee.
10In California, a 'Tameny claim' refers to:
A.A claim for breach of an implied employment contract
B.A tort claim for wrongful termination in violation of public policy
C.A statutory claim under the FEHA for workplace harassment
D.A wage claim filed with the Division of Labor Standards Enforcement
Explanation: A Tameny claim, named after the landmark case Tameny v. Atlantic Richfield Co. (1980), is a tort cause of action for wrongful termination in violation of public policy. It allows terminated employees to seek both compensatory and punitive damages when their termination violates a fundamental public policy expressed in a constitutional or statutory provision.

About the PHRca Exam

The PHRca from HRCI is a California-specific HR certification that validates mastery of California employment law, wage and hour regulations, leave entitlements, anti-discrimination protections, and workplace safety requirements. It complements the national PHR credential and is designed for HR professionals who manage California workforces and must navigate the state's uniquely complex regulatory environment.

Questions

115 scored questions

Time Limit

2 hours

Passing Score

500/700 (scaled)

Exam Fee

$100 application + $395 exam (HRCI / Pearson VUE)

PHRca Exam Content Outline

22%

California Employment Law

At-will exceptions, wrongful termination, employment contracts, CA WARN Act, and worker classification

22%

California Wage and Hour

CA minimum wage, overtime rules, meal/rest breaks, exempt vs non-exempt classification, and final pay requirements

20%

California Leaves and Benefits

CFRA, PDL, Paid Family Leave, SDI, workers compensation, Cal-COBRA, and Kin Care

18%

California Discrimination and Harassment

FEHA protections, sexual harassment prevention (SB 1343), protected classes, and reasonable accommodation

18%

California Workplace Safety

Cal/OSHA regulations, IIPP requirements, workplace violence prevention (SB 553), and heat illness prevention

How to Pass the PHRca Exam

What You Need to Know

  • Passing score: 500/700 (scaled)
  • Exam length: 115 questions
  • Time limit: 2 hours
  • Exam fee: $100 application + $395 exam

Keys to Passing

  • Complete 500+ practice questions
  • Score 80%+ consistently before scheduling
  • Focus on highest-weighted sections
  • Use our AI tutor for tough concepts

PHRca Study Tips from Top Performers

1Focus on California-specific statutes — the PHRca tests CA law, not federal law, so know where CA rules differ from FLSA and FMLA
2Master meal and rest break rules, including penalty calculations for violations, as wage/hour questions are heavily tested
3Study FEHA protected classes and reasonable accommodation requirements, which differ from federal ADA/Title VII
4Know CFRA eligibility, PDL entitlements, and how they interact with FMLA for overlapping leave scenarios
5Review recent CA legislation including SB 553 (workplace violence prevention) and pay transparency laws
6Use timed 90-question practice sets to build pacing for the 2-hour exam window

Frequently Asked Questions

How many questions are on the PHRca exam?

HRCI lists the PHRca exam as 115 total questions: 90 scored items and 25 unscored pretest items, all multiple-choice, delivered in a 2-hour testing window.

What is the difference between PHR and PHRca?

The PHR tests national HR knowledge (federal employment law, HR strategy), while the PHRca focuses exclusively on California-specific employment regulations, including CA wage/hour law, FEHA, CFRA, Cal/OSHA, and other state-specific statutes.

How much does the PHRca cost?

HRCI charges a $100 application fee plus a $395 exam fee, totaling $495. Retakes require a new exam fee and a waiting period.

Do I need to hold the PHR to take the PHRca?

No, the PHRca is a standalone credential. HRCI does not require candidates to hold PHR first, though many professionals pursue both to demonstrate national and California-specific HR expertise.

What California laws should I study most for the PHRca?

Prioritize FEHA (discrimination/harassment), California wage and hour law (meal/rest breaks, overtime, minimum wage), CFRA/PDL leave entitlements, Cal/OSHA workplace safety, and recent legislation like SB 553 (workplace violence prevention) and pay transparency requirements.