January 7, 2026
California employers of all sizes will soon be subject to new employee notice and emergency contact requirements. While the law technically took effect on January 1, employers will have until the compliance dates below to meet specific obligations.
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NOTICE OF WORKPLACE RIGHTS
Contents of Notice
By February 1, 2026, and annually thereafter, employers need to provide a stand-alone written notice to all employees regarding certain workplace rights. Template notices, titled “Know Your Rights,” are available on the Labor Commissioner’s website in English and Spanish and additional languages will be made available soon. The notice covers the following topics:
• Workers’ compensation
• Immigration rights and notices
• Labor organizing
• Constitutional rights
In future years, the notice will also need to include any new legal developments the Labor Commissioner deems notice-worthy.
Employees hired after February 1, 2026, should receive the notice upon hire.
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Distribution of Notice
Employers need to provide each employee with the written notice in the language the employee understands if the Labor Commissioner provides a template in that language on its website. If a template in that language isn’t available, employers can provide the notice in English.
Employers can distribute the notice using the same method they normally use to communicate employment information, including personal delivery, email, or text message as long as it can be reasonably expected to reach the employee within one business day.
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Recordkeeping
Employers need to keep records of having provided the notice for three years, including the date each notice was provided.
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EMERGENCY CONTACT
By March 30, 2026, employers need to give employees the opportunity to name an emergency contact and indicate whether that person should be notified if the employee is arrested or detained at work. Employees can update this information at any time.
If an employee is arrested or detained in the workplace, employers will be obligated to reach out to their emergency contact (if that’s what the employee wanted). If an arrest or detention happens outside of the workplace, but during work hours or while the employee is doing work, the employer is only obligated to reach out if they actually know about the situation.
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Action Items
• By February 1, 2026, provide the workplace rights notice to all current employees as required and include the notice in your new hire packet.
• Keep records for at least three years showing that each employee received the notice.
• By March 30, 2026, allow employees to designate an emergency contact and indicate whether they should be notified in the event of their arrest or detention.
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