{"id":9173,"date":"2026-01-29T11:23:04","date_gmt":"2026-01-29T16:23:04","guid":{"rendered":"https:\/\/employerdefensereport.com\/?p=9173"},"modified":"2026-03-20T12:03:58","modified_gmt":"2026-03-20T16:03:58","slug":"client-alert-new-california-employment-law-workplace-know-your-rights-act","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/client-alert-new-california-employment-law-workplace-know-your-rights-act\/","title":{"rendered":"[Client Alert] New California Employment Law &#8211; &#8220;Workplace Know Your Rights Act&#8221;"},"content":{"rendered":"<p>By <span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/www.connmaciel.com\/kimberly-cole\" target=\"_blank\" rel=\"noopener\">Kimberly Cole<\/a><\/strong><\/span><\/p>\n<p>California enacted a new law called the \u201cWorkplace Know Your Rights Act\u201d (Senate Bill 294), now Labor Code sections 1550-1559.\u00a0 This law provides emergency contact and anti-retaliation obligations in the event an employee is arrested or detained at work.\u00a0 This requirement is mandatory and has upcoming deadlines.<\/p>\n<p><strong><u>Two important deadlines for California employers: February 1, 2026, and March 30, 2026<\/u><\/strong>.<\/p>\n<p><strong>By February 1, 2026, Notice Provided<\/strong><\/p>\n<p>Notice must be provided to employees by <strong>February 1, 2026<\/strong>. \u00a0Thereafter, the employees must receive the form notice, which will likely need to be amended year to year, on an annual basis.\u00a0 This notice must be provided in the manner employers usually provide such notices \u2013 including by email, by hand, or even by posting in a breakroom.\u00a0 The law even permits receipt by text message.\u00a0 Employers must ensure that the method provided does not run afoul of other limitations, for example restrictions on the use of a personal device or prohibitions against off-the-clock work.<\/p>\n<p>This law addresses seven specific areas, which are detailed in the form notice, including:<!--more--><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Information about workers\u2019 compensation, including disability pay and medical care for work-related injuries or illness and contact information;<\/li>\n<li>Right to notice of an I-9 inspection by immigration agencies;<\/li>\n<li>Protection against unfair immigration-related practices;<\/li>\n<li>Constitutional rights when interacting with law enforcement in the workplace;<\/li>\n<li>Labor organizing rights;<\/li>\n<li>Description of new laws affecting workplace rights as provided by the Labor Commissioner; and<\/li>\n<li>Enforcement agencies that may enforce the underlying rights in the notice.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>The DIR has created a sample notice (available here <a href=\"https:\/\/www.dir.ca.gov\/dlse\/Know-Your-Rights-Notice\/Know-Your-Rights-Notice-English.pdf\">SB294 Know Your Right Notice<\/a> \u2013 English and <a href=\"https:\/\/www.dir.ca.gov\/dlse\/Know-Your-Rights-Notice\/Know-Your-Rights-Notice-Spanish.pdf\">Aviso sobre sus derechos conforme a la SB294<\/a> \u2013 Spanish)\u00a0 Employers are also free to create an equivalent notice.<\/p>\n<p><strong>By March 30, 2026, Emergency Contact Designation Provided<\/strong><\/p>\n<p>By March 30, 2026, as well as at the time of hire for each new employee, employers must provide employees with the opportunity to name an emergency contact and indicate whether the emergency contact should be notified if the employee is arrested or detained.<\/p>\n<p>If the employee elects for the contact to be notified, then the employer should contact the designated contact if (1) the employee is arrested or detained on their worksite; and (2) if the arrest or detention occurred during work hours. \u00a0The employer has to have actual knowledge of the arrest or detention of the employee in order to contact the designated contact.<\/p>\n<p><strong><u>Other Key Considerations<\/u><\/strong><\/p>\n<p><strong>Anti-Retaliation and Penalties<\/strong><\/p>\n<p>Employers are not allowed to terminate, threaten or take any adverse action against an employee for exercising or attempting to exercise their rights under this new law.\u00a0 Of particular note is the amount of penalties assessed for not complying with this new requirement.\u00a0 <strong>Penalties for violations are set at up to $500 per employee per violation.<\/strong>\u00a0 An employer that violates the requirements to notify a designated emergency contact shall be subject to a <strong>penalty up to $500 per day with a maximum penalty of $10,000 per employee<\/strong>.\u00a0 The law also permits public prosecutors to enforce this law.<\/p>\n<p><strong>Recordkeeping Requirement<\/strong><\/p>\n<p>Employers <strong><em>must<\/em><\/strong> keep proof of notice for at least <strong>three years<\/strong>.\u00a0 This includes the signed acknowledgment forms, digital read receipts, confirmation emails or system logs.<\/p>\n<p><strong>Training Requirements<\/strong><\/p>\n<p>The bill also requires training the employees on these requirements.\u00a0 The DIR has agreed to provide educational videos by July 1, 2026.\u00a0 In the interim, your Conn Maciel Carey California employment law team is available to assist with the development of the notice, role out of the new requirements and any training needed.<\/p>\n<p><strong>Takeaways<\/strong><\/p>\n<p>With the deadlines just around the corner, employers should prioritize providing the Notice to their employees.\u00a0 Beyond this initial notification and maintenance of the record (including when the notice was provided and by whom), here are some additional considerations.<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Ensure that providing the notice does not implicate other provisions of the Labor Code, such as off-the-clock work or requirements to reimburse for reasonable business expenses;<\/li>\n<li>Update onboarding and policy documents;<\/li>\n<li>Prepare emergency contact procedures ahead of March 30, 2026; and<\/li>\n<li>Train managers and HR teams on how these rights apply.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>It is vital to pay attention to these new requirements.\u00a0 Failure to properly roll out this new requirement can increase potential PAGA penalties for a violation of the Labor Code.\u00a0 For worksites governed by a collective bargaining agreement, the law permits negotiating around this new requirement specifically under Labor Code section 1556.<\/p>\n<p>Please contact the California-based attorneys in CMC&#8217;s national <span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/www.connmaciel.com\/labor-and-employment\" target=\"_blank\" rel=\"noopener\">Labor &amp; Employment Practice Group<\/a><\/strong><\/span> &#8211; <span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/www.connmaciel.com\/kimberly-cole\" target=\"_blank\" rel=\"noopener\">Kimberly Cole<\/a><\/strong><\/span> (<span style=\"text-decoration: underline;\">kcole@connmaciel.com<\/span>), <span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/www.connmaciel.com\/megan-shaked\" target=\"_blank\" rel=\"noopener\">Megan Shaked<\/a><\/strong><\/span> (<span style=\"text-decoration: underline;\">mshaked@connmaciel.com<\/span>), or <span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/www.connmaciel.com\/andrea-chavez\" target=\"_blank\" rel=\"noopener\">Andrea Chavez<\/a><\/strong><\/span> (<span style=\"text-decoration: underline;\">achavez@connmaciel.com<\/span>) &#8211; with any questions or concerns as you prepare to provide this notice to your employees.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>By Kimberly Cole California enacted a new law called the \u201cWorkplace Know Your Rights Act\u201d (Senate Bill 294), now Labor Code sections 1550-1559.\u00a0 This law provides emergency contact and anti-retaliation obligations in the event an employee is&hellip;<\/p>\n","protected":false},"author":35,"featured_media":9177,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[11],"tags":[842,910,826],"class_list":["post-9173","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-state-local-trends","tag-california-compliance","tag-labor-union-activity","tag-policy-handbooks"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>[Client Alert] New California Employment Law - &quot;Workplace Know Your Rights Act&quot; 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