Know Your Rights Act
SB 294, the Workplace Know Your Rights Act, takes effect January 1, 2026, and it creates new notice obligations for all California employers. By February 1, 2026, employers must provide a stand-alone written notice to all current employees describing key workplace rights. The same notice must also be provided to all new hires at the time of hire, and annually thereafter to all employees.
The required content includes rights related to workers’ compensation, immigration agency inspection notices, protection against unfair immigration-related practices, rights to organize or engage in concerted activity, and employees’ Fourth and Fifth Amendment rights when interacting with law enforcement at the workplace.
⚠️A template notice will be provided by the state, but employers are responsible for distributing it. Current employees must receive it by February 1, 2026. New hires must receive it at the time of hire. All employees must receive it annually thereafter. The notice must be provided in the language the employer normally uses to communicate with employees and delivered in a manner reasonably expected to be received within one business day.
SB 294 also requires employers to give employees the opportunity to designate an emergency contact by March 30, 2026. Employees must be able to specify whether that person should be notified if the employee is arrested or detained. This isn’t optional—it’s a statutory obligation.
Have you identified who will distribute the Know Your Rights notice to all current employees by February 1 and to all new hires upon hire?
If you’re not prepared to comply with SB 294’s February 1 deadline for current employees, new hire requirements, and March 30 emergency contact deadline, consult with an employment attorney to develop a distribution plan.
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Please note that this article is for informational purposes only and should not be considered and is not legal advice, and does not constitute an attorney-client relationship. It is recommended to consult with an attorney directly for specific guidance pertaining to your business or individual situation.
This post shares general information based on common patterns I see in California workplaces. It is not legal advice, does not create an attorney-client relationship, and outcomes depend on specific facts — no lawyer can guarantee a result. Past results do not guarantee or predict future outcomes. AI may have been used to create this post. All content reviewed by a CA attorney before publication. This post may be attorney advertising.
Michael Trust Law, APC, 703 Pier Avenue, Ste. B367, Hermosa Beach, CA 90254: michaeltrustlaw.com