We are writing to provide information regarding two significant California labor law requirements under the Workplace Know Your Rights Act (SB 294). Our team is available to assist you in administering these new requirements to ensure your organization meets state standards. 

Mandatory Workplace Rights Notice (Effective Feb 1, 2026)

As of February 1, 2026, California law requires employers to provide a stand-alone "Know Your Rights" notice to all current employees. This notice covers fundamental rights, including workers’ compensation, immigration-related protections, and labor organizing rights.

Distribution Information: The notice should be provided via your standard communication channel (e.g., email or hand delivery) so that it is received within one business day.

Official Templates: The Labor Commissioner has provided model notices for this purpose: English Notice | Spanish Notice

Potential Penalties: Failure to provide this notice may subject an employer to penalties of up to $500 per employee.

Emergency Contact Notification (Effective Jan 1, 2026)

Effective January 1, 2026, if an employee has requested it, an employer is required to notify their designated emergency contact in the event the employee is arrested or detained on the worksite. This requirement also applies during work hours off-site if the employer has actual knowledge of the event. By March 30, 2026, employers must provide employees the opportunity to designate this contact and specify their notification preference.

How We Can Assist

Our team is available to help you coordinate these employee communications or set up a process for collecting and managing emergency contact preferences. If you would like our assistance in meeting these regulatory requirements, please reach out to us.

Best Regards, 

The Personnel Perspective Team