Beginning February 1, 2026, California employers will face a new annual obligation under Senate Bill 294: providing every current and newly hired employee with a stand-alone Workplace Know Your Rights Act Notice. This notice is separate from all existing Labor Code postings and must be distributed through the employer’s usual communication channels, such as email, text, or in-person delivery. The Labor Commissioner will issue a template notice by January 1, 2026, update it each year, and release educational videos by July 1, 2026, to help employers meet their obligations.
The required notice covers a wide range of employee rights, including workers’ compensation benefits, protections against unfair immigration-related practices, the right to engage in union organizing and other concerted activity, and constitutional protections during law enforcement interactions at the workplace. It must also include information on new legal developments identified by the Labor Commissioner and provide a list of agencies responsible for enforcing these rights. Employers must provide the notice in the language typically used to communicate with employees, choosing from the versions supplied by the Labor Commissioner.
The law also imposes several additional requirements, including a three-year recordkeeping obligation and a strict prohibition on retaliation against employees who exercise their rights. By March 30, 2026, employers must also collect or confirm an employee’s designated emergency contact and provide notification if the employee is arrested or detained at work or during work hours. Violations can lead to significant penalties—up to $500 per employee, and up to $10,000 per employee for ongoing emergency contact violations—making early preparation critical.
For guidance on how these new requirements may impact your business and assistance with compliance, please contact us at info@mnklawyers.com.