A new California law imposes significant new registration and reporting requirements on a broad range of asset management firms. Although the statute is styled as a “venture capital” law, its expansive definitions and California nexus provisions mean that many firms that do not traditionally view themselves as venture capital companies may nevertheless be subject to its requirements. Meet the new “Fair Investment Practices by Venture Capital Companies Act (FIPVCC).”

California’s New Diversity Reporting Law Imposes Obligations on a Wide Array of Asset Management Firms – Insights – Proskauer Rose LLP

Covered firms must register with the California Department of Financial Protection and Innovation (“DFPI”) by March 1, 2026, and, beginning April 1, 2026, must annually report aggregated demographic information concerning the founding teams of companies in which they invested during the prior calendar year. Failure to comply may result in substantial penalties.

Coverage Extends Beyond Traditional VC Firms

The FIPVCC defines a “venture capital company” broadly by reference to existing California regulations. An entity may qualify if, among other things, it holds “venture capital investments”—defined as investments in operating companies where the investor or its affiliates obtain management rights, including board seats, observer rights, or other contractual rights to influence management or provide strategic guidance. As a result, a wide array of firms and funds may fall within the scope of the statute if they regularly obtain governance or advisory rights, regardless of how they characterize their investment strategy.

California Nexus Is Broad

Even firms based entirely outside California may be covered. A qualifying venture capital company is subject to the law if it is headquartered in California, maintains a significant presence in the state, invests in companies located in or with significant operations in California, or solicits or receives capital from a California resident. These provisions may capture firms that do not consider themselves to be “doing business” in California—for example, a non-California fund with a single California portfolio company or investor.

Registration and Annual Reporting Requirements

Covered firms must register with the DFPI by March 1, 2026, providing basic firm information and a designated point of contact, and they must keep that information current thereafter. While the DFPI has not yet announced a standalone registration portal, it has now posted the required Venture Capital Demographic Data Survey and Venture Capital Demographic Data Report template, signaling that the agency’s compliance infrastructure is actively coming online.

The first annual demographic report is due April 1, 2026, covering venture capital investments made during calendar year 2025. The report must be submitted using the DFPI’s standardized reporting form and will be publicly available on the DFPI’s website once filed.

To generate the required data, covered firms must provide the DFPI-prescribed survey directly to each founding team member of every business in which the firm made a covered investment during the prior calendar year. The survey collects self-identified demographic information across required categories, including gender identity, race and ethnicity, disability status, LGBTQ+ identification, veteran status, and California residency. Participation is strictly voluntary, and founders may decline to respond to some or all questions.

Using the survey responses received, firms must report aggregated demographic results for all founding teams, as well as calculate and disclose: (i) the number of investments in businesses primarily founded by diverse founding teams as a percentage of total investments; (ii) the total amount invested in such businesses as a percentage of total invested capital; and (iii) the total amount invested in each portfolio company during the year, along with each company’s principal place of business. The DFPI’s reporting template provides detailed instructions and formulas for these calculations.

As clarified in the DFPI materials, reporting obligations apply only to investments for which an investment agreement has been executed and an initial transfer of funds has occurred. However, reporting is not limited to California-based portfolio companies if the firm itself satisfies the statute’s California nexus requirements.

Enforcement and Next Steps

The FIPVCC grants the DFPI broad enforcement authority, including the ability to seek civil penalties of up to $5,000 per day for ongoing violations, with enhanced penalties for knowing or reckless noncompliance. Attorney’s fees and costs are also recoverable under the statute, a structure likely to encourage a feeding frenzy within California’s plaintiff-friendly litigation ecosystem.

Asset managers should promptly assess whether they fall within the statute’s broad definition of a venture capital company and whether they satisfy any California nexus criteria. Covered firms should begin preparing for registration and implementing processes to comply with the new survey and reporting requirements.

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Photo of Tony Oncidi Tony Oncidi

Anthony J. Oncidi is the Co-Chair Emeritus of the Labor & Employment Law Department and heads the West Coast Labor & Employment group in the firm’s Los Angeles office.

Tony represents employers and management in all aspects of labor relations and employment law…

Anthony J. Oncidi is the Co-Chair Emeritus of the Labor & Employment Law Department and heads the West Coast Labor & Employment group in the firm’s Los Angeles office.

Tony represents employers and management in all aspects of labor relations and employment law, including litigation and preventive counseling, wage and hour matters, including class actions, wrongful termination, employee discipline, Title VII and the California Fair Employment and Housing Act, executive employment contract disputes, sexual harassment training and investigations, workplace violence, drug testing and privacy issues, Sarbanes-Oxley claims and employee raiding and trade secret protection. A substantial portion of Tony’s practice involves the defense of employers in large class actions, employment discrimination, harassment and wrongful termination litigation in state and federal court as well as arbitration proceedings, including FINRA matters.

Tony is recognized as a leading lawyer by such highly respected publications and organizations as the Los Angeles Daily JournalThe Hollywood Reporter, and Chambers USA, which gives him the highest possible rating (“Band 1”) for Labor & Employment.  According to Chambers USA, clients say Tony is “brilliant at what he does… He is even keeled, has a high emotional IQ, is a great legal writer and orator, and never gives up.” Other clients report:  “Tony has an outstanding reputation” and he is “smart, cost effective and appropriately aggressive.” Tony is hailed as “outstanding,” particularly for his “ability to merge top-shelf lawyerly advice with pragmatic business acumen.” He is highly respected in the industry, with other commentators lauding him as a “phenomenal strategist” and “one of the top employment litigators in the country.”

“Tony is the author of the treatise titled Employment Discrimination Depositions (Juris Pub’g 2020; www.jurispub.com), co-author of Proskauer on Privacy (PLI 2020), and, since 1990, has been a regular columnist for the official publication of the Labor and Employment Law Section of the State Bar of California and the Los Angeles Daily Journal.

Tony has been a featured guest on Fox 11 News and CBS News in Los Angeles. He has been interviewed and quoted by leading national media outlets such as The National Law JournalBloomberg News, The New York Times, and Newsweek and Time magazines. Tony is a frequent speaker on employment law topics for large and small groups of employers and their counsel, including the Society for Human Resource Management (“SHRM”), PIHRA, the National CLE Conference, National Business Institute, the Employment Round Table of Southern California (Board Member), the Council on Education in Management, the Institute for Corporate Counsel, the State Bar of California, the California Continuing Education of the Bar Program and the Los Angeles and Beverly Hills Bar Associations. He has testified as an expert witness regarding wage and hour issues as well as the California Fair Employment and Housing Act and has served as a faculty member of the National Employment Law Institute. He has served as an arbitrator in an employment discrimination matter.

Tony is an appointed Hearing Examiner for the Los Angeles Police Commission Board of Rights and has served as an Adjunct Professor of Law and a guest lecturer at USC Law School and a guest lecturer at UCLA Law School.

Photo of Philippe A. Lebel Philippe A. Lebel

Philippe (Phil) A. Lebel represents employers in all aspects of employment litigation, including wage and hour, wrongful termination, discrimination, harassment, retaliation, defamation, trade secrets, and breach of contract litigation, in both the single-plaintiff and class- and/or representative-action context, at both the trial and…

Philippe (Phil) A. Lebel represents employers in all aspects of employment litigation, including wage and hour, wrongful termination, discrimination, harassment, retaliation, defamation, trade secrets, and breach of contract litigation, in both the single-plaintiff and class- and/or representative-action context, at both the trial and appellate levels, as well as before administrative agencies.

In addition to his litigation work, Phil regularly advises clients regarding compliance with federal, state and local employment laws, and assists a variety of companies and financial firms in evaluating labor and employment issues in connection with corporate transactions. Phil also has experience assisting employers with sensitive employee investigations, cutting edge-trainings, pay equity analyses and comprehensive audits of employment practices.

Phil has assisted clients in a wide array of sectors including in the biotech, education, entertainment, fashion, financial services, fitness, healthcare, high-tech, legal services, manufacturing, media, professional services, retail, sports, and staffing industries, among others.

Phil regularly speaks on emerging issues for employers and has been published or quoted in Law360, the Daily JournalThe Hollywood ReporterBusiness Insurance, and SHRM.org regarding a variety of labor and employment law topics.

Before law school, Phil was an intern with the National Gay and Lesbian Task Force and the Gay and Lesbian Victory Fund, during which he assisted on political campaigns in Alabama and Georgia. Phil is a former member of the Board of Directors of the AIDS Legal Referral Panel.

Cooper Halpern

Cooper Halpern is a law clerk in the Labor Department and is a member of the Employment Litigation & Counseling Groups.