Effective February 1, 2026, California’s Workplace Know Your Rights Act (SB 294) requires employers to furnish a mandatory, standalone notice to be delivered via email, text, or in person with an annual written notice of their legal rights, including workers’ compensation, immigration protections, and unionization rights status, as well a a requirement for employers to maintain emergency contact information and to inform the emergency contact(s) should the employee be arrested or detained at the worksite or off-site during working hours if the employer is aware of the arrest/detention. 

Key Requirements of the Workplace Know Your Rights Act:

• Annual Requirement: Employers must provide this notice by February 1 each year, as well as to new hires upon starting.
• Content: The notice covers workers’ compensation (including medical care), protections against immigration-related retaliation, rights to unionize, and constitutional rights regarding law enforcement in the workplace.
• Method of Delivery: Notice must be provided in a way the employer normally communicates with employees, such as email, text, or in-person, and in a language the employee understands.
• No Retaliation: It is illegal for employers to retaliate against workers for exercising these rights, such as filing complaints or asking about compliance.
• Emergency Contact Notification: By March 30, 2026, California employers must allow employees to designate an emergency contact to be notified if the employee is arrested or detained while working. The employer must notify the contact if the employee is detained at the worksite or during work hours, provided they have knowledge of the incident.

Workplace “Right-to-Know” (English)

Workplace “Right-to-Know” (Spanish)

Emergency Contact Form (English)

Emergency Contact Form (Spanish)