Update Applicable to:	Effective Date
Any Person or Business Operating a Stone Slab Fabrication Shop or Hiring Workers for High-Exposure Tasks In Such Shops.	July 1, 2026   Certification: January 1, 2027

What happened?

On October 13, 2025, California’s Governor signed Senate Bill (SB) 20, amending the Labor Code to address occupational exposure to crystalline silica in the artificial stone fabrication industry. SB 20 introduces new definitions, safety requirements, training obligations, reporting rules, and enforcement mechanisms to protect workers from silicosis and related illnesses.

Overview

Why this matters

• Rising Cases: Hundreds of confirmed silicosis cases among California stone fabrication workers, including fatalities and lung transplants.

• High-Risk Industry: Engineered stone contains high silica content, making dry cutting extremely hazardous.

• Goal: Reduce exposure through mandatory wet methods, training, certification, and reporting requirements.

Action Steps for Compliance

• Dry methods are now banned: Only wet methods allowed.
• Mandatory training: Train workers on silica hazards and safe practices.
• Annual attestation: Submit compliance proof starting July 1, 2026.
• Certification requirement: From January 1, 2027, shops need a 3-year certification proving safety compliance.
• Mandatory reporting: Report confirmed silicosis cases within 5 days.
• Supplier restrictions: Only certified shops can buy stone slabs; distributors must verify certification.
• Exposure control: Maintain compliance with Cal/OSHA exposure limits.

What is Occupational Silicosis? Silicosis is an incurable lung disease caused by inhaling silica dust. It leads to lung scarring, severe respiratory issues, and increased risk of lung cancer.

• Stone fabrication workers face the highest exposure risk, especially during cutting, grinding, and polishing tasks.

Additional Information

Summary of SB-20

Definitions

• Artificial stone: Engineered slabs with silica and resins.
• High-exposure trigger tasks: Cutting, grinding, polishing, drilling, chiseling, and cleanup of dust/debris.
• Dry methods: Tasks without dust suppression.
• Wet methods: Continuous water application or submersion to control dust.
• Fabrication shop: Any business performing high-exposure tasks (excluding quarries and tile plants).

Section: (§6359.1)

Prohibitions & Safety Requirements

• Dry methods are prohibited.
• Wet methods are mandatory for all high-exposure tasks.
• Violations may result in stop-work orders and civil penalties.

Section: (§6359.1.5)

Employer Training & Attestation

• Workers performing high-exposure tasks must be trained under Cal/OSHA silica standards.
• Starting July 1, 2026, employers must submit annual attestations confirming training compliance.
• False attestations are unlawful and subject to penalties.

Section: (§6359.2)

Public Health Reporting & Confidentiality

• CDPH must report silicosis cases to Cal/OSHA within 3 business days.
• Cal/OSHA must investigate and share exposure data within 30 days.
• CDPH will identify at-risk businesses and provide outreach and technical assistance.

Section: (§6359.4 – 6359.5)

Expanded Definition of Serious Injury & Violation

• Adds silicosis and silica-related lung cancer to “serious injury or illness.”
• Creates presumption of serious violation if risk of death or serious harm exists.

Section: (§6302 & §6432)

Source References

• California SB 20 – Occupational safety: high-exposure trigger tasks on artificial stone

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.