California employment law continues to evolve, and one of the most pressing compliance obligations for employers in 2026 is implementing the requirements of the Workplace Know Your Rights Act (Senate Bill 294). This new law imposes a written notice requirement that every employer with California-based employees must meet by February 1, 2026, and annually thereafter.
At its core, SB 294 requires employers to distribute a stand-alone written notice to all current employees and new hires, outlining a broad range of workers' rights and protections. The notice is much more detailed than typical labor law posters. It must explain rights in areas such as workplace protections during interactions with law enforcement, immigration enforcement protections, rights related to union organizing and other concerted activities, workers’ compensation, and protections against retaliation for asserting employment rights.
To help employers comply, the California Labor Commissioner has issued an official template notice (available in English and Spanish) that can be used or adapted to fit the employer’s business communication practices. Employers may deliver the notice by hand, email, text message, or other means reasonably likely to ensure the employee receives it within one business day.
In addition to the written notice itself, SB 294 includes another important but less obvious compliance requirement: the collection of emergency contact information. Employers must allow employees to designate or update an emergency contact by March 30, 2026, and must honor instructions to notify that contact under specific conditions if the employee is arrested or detained at work.
Failure to comply with SB 294’s notice or emergency contact provisions can result in enforcement actions and penalties of up to $500 per employee per day, making timely action imperative.
Why this matters for employers: SB 294 significantly expands employers’ affirmative obligations to communicate specific workplace rights to employees beyond traditional labor law posting requirements. Because of the detailed and expansive nature of the required notice, employers should proactively audit their onboarding processes, HR paperwork distribution practices, and internal communication platforms now. HR policies and employee handbooks may also require revisions to align with these new notice requirements.
In practice, compliance will mean more than printing a poster in the break room; it requires distribution, documentation of delivery, and a system for maintaining annual updates. With the February deadline quickly approaching, employers should prioritize finalizing their notice content, distribution methods, and record-keeping procedures to avoid enforcement risk.
For more assistance with ensuring that your HR policies and processes are compliant with California employment laws, don’t hesitate to reach out to our California Legal Services team at CAinfo@employerscouncil.org
Mary Miller, Esq., is a staff attorney with Employers Council's California Legal Team.