California’s Senate Bill 294 – the “Workplace Know Your Rights Act” – adds a significant new compliance layer for employers beginning in 2026 within Labor Code sections 1550–1559. The Act requires employers affirmatively educate employees about workplace and constitutional rights, including potential interactions with immigration agents and law enforcement.
SB 294 was adopted against growing concern over federal enforcement activity at workplaces, particularly immigration‑related actions. For example, the Senate Judiciary Committee analysis expressly referenced public statements and actions from the Trump administration signaling expanded workplace enforcement and detention efforts as a basis for the Act’s new information provision requirements.
The Legislature framed SB 294 as an educational and protective measure: to equip workers with baseline knowledge of labor, civil, and constitutional rights by requiring employers to distribute such information.
Notice Obligations
Beginning February 1, 2026, and annually thereafter, every California employer must provide a stand‑alone written notice to (a) all current employees; (b) each new employee upon hire; and (c) if applicable, each employee’s authorized representative (i.e., exclusive collective bargaining representative if the employee is a member of a union). The notice must be delivered in a manner the employer normally uses for employment‑related communications – such as personal service, email, or text message – provided it can reasonably be expected to reach the employee within one business day.
Required Content
SB 294 specifies that the notice must cover several discrete categories of rights, including the following: (i) workers’ compensation benefits and how to obtain them; (ii) rights related to immigration inspections and unfair immigration‑related practices; (iii) the right to organize or engage in protected concerted activity; and (iv) constitutional rights when interacting with law enforcement at the workplace, including Fourth Amendment protections against unreasonable searches and seizures and Fifth Amendment rights to due process and against self‑incrimination.
The notice must also list relevant state enforcement agencies with which employees may file labor, civil rights, or related complaints.
SB 294 also requires employers give employees the opportunity to designate an emergency contact and to specify whether that contact should be notified if the employee is arrested or detained. For existing employees, this opportunity must be provided no later than March 30, 2026. For new hires, it must be provided at the time of hire on or after that date.
If an employee opts in and the employer has actual knowledge that the employee was arrested or detained at the worksite or during work hours, the employer must notify the designated contact.
To assist in compliance, the Labor Commissioner has published the official notice template, which employers may use to assist in complying with the Act: www.dir.ca.gov/dlse/Know-Your-Rights-Notice/Know-Your-Rights-Notice-English.pdf
Penalties and Enforcement
SB 294 authorizes enforcement by the Labor Commissioner and public prosecutors. Civil penalties include up to $500 per employee per violation for failure to provide the required notice and, for emergency‑contact violations, penalties of up to $500 per employee per day, capped at $10,000 per employee. The Act also contains anti‑retaliation protections and authorizes injunctive relief, attorney’s fees, and costs in enforcement actions.
Conclusion
Attorneys advising employers with California employees should ensure compliance with SB 294, which is now effective. This should include confirming annual notices are being timely sent, updating onboarding materials, ensuring procedures for gathering and notifying emergency contacts are in place, and preserving proof of delivery for at least three years.