If you have not yet distributed the state’s new required “Workplace Know Your Rights” notice to your workers, you missed the Feb. 1 deadline and need to act immediately.
California’s Workplace Know Your Rights Act (SB 294) mandates that employers provide all employees with an annual, stand-alone written notice detailing key workplace rights, including immigration protections, union organizing, workers’ compensation and law enforcement interactions. Under the law, notices must be distributed by Feb. 1, 2026 and to new employees upon hiring.
The law also requires employers, by March 30, 2026, to give employees the opportunity to designate an emergency contact and indicate whether that contact should be notified if the employee is arrested or detained at work or during work hours.
The notice must be delivered in a stand-alone format using the same method normally used to communicate employment information, such as personal service, e-mail or text message, as long as employees can reasonably be expected to receive it within one business day. Notices must be provided annually and upon hire.
The Labor Commissioner has issued a template in English and Spanish, with additional languages — including Chinese, Filipino, Vietnamese, Korean, Hindi, Urdu and Punjabi — forthcoming.
Workers’ compensation rights
The notice must inform employees of their rights to workers’ compensation benefits if they are injured or become ill due to their job. This includes medical care and disability pay to replace lost wages.
Immigration-related protections
A significant portion of the notice addresses immigration-related protections already codified in California law.
Employers must inform workers of their right to advance notice of inspections by immigration authorities, including inspections of I-9 forms. Employers that receive notice of an inspection must notify employees and any union representatives.
The law reinforces that employers may not engage in retaliatory immigration-related practices, such as threatening to report a worker or family member to authorities or improperly reverifying employment eligibility. The notice also outlines workers’ Fourth and Fifth Amendment rights during workplace interactions with law enforcement.
Right to organize
The notice must also describe employees’ right to unionize and engage in protected concerted activity. This includes the right to discuss wages and working conditions and act together to improve workplace conditions.
Penalties and next steps
The Labor Commissioner may assess penalties of up to $500 per employee per violation for failing to comply with the notice requirement.
Violations of the emergency contact provision can trigger penalties of up to $500 per employee per day, capped at $10,000 per employee.
Employers should:
Circulate the notice to staff to give them the opportunity to designate an emergency contact by March 30.
Determine and document a distribution method for current employees and new hires.
Ensure a reliable recordkeeping process to confirm delivery.
Update onboarding materials for new hires to include the notice and emergency contact designation.
Train supervisors and managers on emergency contact notification obligations.