Update Applicable to:	Effective Date
All Employers in California, Regardless of Size	January 1, 2026

What happened?

On October 12, 2025, Governor Gavin Newsom signed Senate Bill (SB) 294, the Workplace Know Your Rights Act, to ensure California employees understand their workplace and constitutional rights.

Overview:

The law introduces new notice requirements, emergency contact provisions, and anti-retaliation protections, with enforcement beginning in 2026.

SB 294 aims to equip workers with knowledge of their rights, including labor protections, immigration-related rights, and constitutional protections during law enforcement interactions, while providing safeguards against retaliation.

Effective Dates

• January 1, 2026: Labor Commissioner posts template notice online.
• February 1, 2026: Employers’ deadline to provide notices to employees.
• March 30, 2026: Employers must allow employees to designate an emergency contact.
• July 1, 2026: Labor Commissioner publishes educational videos for employees and employers.

Additional Information:

Employer Obligations

I. Annual & New Hire Written Notice (Section 1553):

• Provide a stand-alone written notice to:
  • All current employees annually.
  • New hires upon onboarding.
  • Authorized representatives annually.

• Delivery: Personal service, email, or text (must be received within one business day).

• Recordkeeping: Maintain compliance records for 3 years.

II. Notice Content (Section 1553):

Must include:

• Workers’ compensation benefits and contact info.

• Rights regarding immigration inspections and protections against unfair immigration practices.

• Right to unionize and engage in concerted activity.

• Constitutional rights during law enforcement interactions (Fourth & Fifth Amendments).

• Updates on material legal developments and enforcement agency list.

III. Language Accessibility

• Notices must be in the employee’s customary language if templates exist; otherwise, English.
• Templates will be available in English, Spanish, Chinese, Tagalog, Vietnamese, Korean, Hindi, Urdu, Punjabi, and possibly more.

Labor Commissioner Duties (Section 1554):

• Template Notice: Post by Jan 1, 2026; update annually.

• Educational Videos: For employees and employers by July 1, 2026 (English and Spanish initially).

• Consultation: Agricultural Labor Relations Board, Public Employment Relations Board, and Attorney General for content.

Emergency Contact Requirement (Section 1555 – 1556):

• Employers must allow employees to designate an emergency contact:
  • Existing employees by Mar 30, 2026.
  • New hires at onboarding after that date.

• Notify designated contact if employee is arrested or detained:
  • Always if on worksite.
  • If offsite during work hours/job duties, only if employer has actual knowledge.

• Employees can update contact info anytime.

Anti-Retaliation Protections (Section 1557): Employers cannot retaliate against employees for exercising rights, filing complaints, or cooperating in investigations.

Enforcement & Penalties (Section 1558):

• Enforcement: Labor Commissioner and public prosecutors.

• Penalties:
  • Up to $500 per employee per violation.
  • Emergency contact violations: $500 per day, up to $10,000 per employee.

• Civil actions may seek injunctive relief, punitive damages, and attorney fees.
• No duplicative penalties for the same violation.

Local Ordinances & Waivers (Section 1559):

• Does not preempt local laws offering equal or greater protections.
• Collective bargaining agreements may waive requirements if explicitly stated.

Source References

• California SB 294 – The Workplace Know Your Rights Act
• California DIR – KNOW YOUR RIGHTS

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