IF YOU have not yet distributed the state’s new required “Workplace
Know Your Rights” notice to your workers, you’ve missed the Feb. 1 deadline to do so and need to get on it 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.
One more deadline: 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 they are arrested or detained at work.
The notice must be delivered in a stand-alone format using the same method you normally use to communicate employment information, such as personal service, e-mail or text message, so long as employees can reasonably be expected to receive it within one business day. The notices must be provided annually and when a new employee is hired.
The Labor Commissioner has issued a template in English and Spanish, with additional languages 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.
Immigration-related protections
A significant portion of the notice addresses immigration-related protections already 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 provide a notice to employees and any union representatives.
Right to organize
The notice must also describe employees’ right to unionize and to engage in protected concerted activity.
Penalties can add up quickly
The penalty is $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.