Senate Bill 294, the Workplace Know Your Rights Act (the “Act”), took effect this year and requires employers to (1) distribute a standalone written notice of employee rights to every employee, and (2) allow employees to designate an emergency contact in the event of an arrest or detention.

SB 294 applies to all California employers regardless of size. There is no minimum employee threshold.

Notice of Workplace Rights:

The notice must be provided to all current employees by February 1, 2026, to all new employees at time of hire, and annually thereafter. The notice must be delivered through normal employment communication channels. Posting the notice on a bulletin board or adding to an intranet page does not satisfy SB 294’s requirements.

SB 294 requires notices for the following categories:

• Workers’ compensation rights. Employees must be informed of their right to disability pay and medical care for work-related injuries or illnesses, along with contact information for the Division of Workers’ Compensation.
• Immigration inspection notice rights. Employees have the right to notice of an inspection of I-9 Employment Eligibility Form or other employment records by immigration agencies.
• Right to organize and engage in concerted activity. Employees must be informed of their right to organize a union or engage in concerted activity in the workplace.
• Constitutional rights during law enforcement encounters. Employees must be informed of their right to be protected from unreasonable searches and seizures under the Fourth Amendment, and self-incrimination and due process violations under the Fifth Amendment of the U.S. Constitution.
• Protections against immigration-related retaliation. Employees must be informed of their right to be protected against any retaliatory mechanism against employees who exercise their workplace rights.

California’s Department of Industrial Relations (DIR) published a template notice in English, Spanish, and several other languages that employers may use to satisfy these requirements. Employers should confirm they are using the current version of each template, as it is updated annually.

Employers must retain records, including dates and methods that notices were sent, for at least three years from the date of each distribution.

Emergency Contact Designation:

Separate from the annual notice obligation, SB 294 requires employers to collect emergency contact designations from each employee in the event of an arrest or detention of that employee. Existing employees must have been given the opportunity to designate an emergency contact by March 30, 2026. For employees hired after that date, designations must be provided at the time of hire. Employees must be given the ability to update their emergency contact designation at any time.

Penalties for Non-Compliance:

SB 294 is enforced by the California Labor Commissioner. Violations carry substantial fines for employers.

• Up to $500 per employee, per violation for failing to provide the written notice
• Up to $10,000 per employee for failing to notify the designated emergency contact after an arrest or detention.

Practical Steps for Employers:

Given that both deadlines have passed, employers should immediately assess their compliance.

• Verify that standalone written notice was sent to all current employees by February 1, 2026. If not, distribute it immediately and document the date of distribution.
• Confirm that all existing employees were given the opportunity to designate an emergency contact by March 30, 2026. Update onboarding materials. Do not rely on existing emergency contact forms.
• Set a recurring reminder in advance of each February 1st deadline and incorporate notice delivery into new hire onboarding checklists.
• Document each distribution, to whom and how notice was sent, and retain records for at least 3 years.

For more information on how SB 294 may benefit or affect your business, contact Stokes Wagner attorneys.

Stokes Wagner will continue to monitor updates and will provide additional updates as they become available. If you have any questions, do not hesitate to contact a Stokes Wagner attorney.

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THIS DOCUMENT PROVIDES A GENERAL SUMMARY AND IS FOR INFORMATIONAL/EDUCATIONAL PURPOSES ONLY. IT IS NOT INTENDED TO BE COMPREHENSIVE, NOR DOES IT CONSTITUTE LEGAL ADVICE. PLEASE CONSULT WITH COUNSEL BEFORE TAKING OR REFRAINING FROM TAKING ANY ACTION.