As we enter 2026, California employers face a significant new compliance requirement that impacts virtually every workplace in the state. Senate Bill 294 — known as the Workplace Know Your Rights Act — imposes an annual written notice obligation which becomes law and takes effect on February 1, 2026.
What’s New?
Under the Workplace Know Your Rights Act, all California employers must provide a written notice to each employee that explains key workplace rights. The Labor Commissioner has issued a template notice to help employers comply, which must be provided by the February 1 deadline and every year thereafter.
Who Must Receive the Notice?
This requirement applies to all current employees — regardless of job type or classification — and must be given in a language the employee understands, consistent with the language normally used for work-related communications.
When and How Often Must the Notice Be Provided?
- By February 1, 2026: Initial notice must be distributed to all current employees.
- Annually thereafter: Employers must reissue the notice each year.
- Upon hire: New employees must receive the notice when they begin employment.
- Employers should use the template from the Labor Commissioner to ensure compliance. This notice is currently available in English and Spanish.
Core Content Employers Should Include
Although the Labor Commissioner’s template provides the governing format and language, the notice must clearly explain employees’ rights in areas such as:
- Workers’ compensation benefits
- Immigration inspection notice and related protections
- Union organizing and concerted activity rights
- Constitutional rights during interactions with law enforcement at work
- A description of recently enacted laws affecting workplace rights
- Which government agencies enforce the rights described
Language and Delivery Considerations
Employers are required to provide the notice in the language normally used for work-related communications and in a language employees understand. Where the Labor Commissioner’s template is available in multiple languages, those versions may be used; for other languages, employers must translate the notice consistent with these requirements.
Why This Matters
Despite being a new annual requirement, this notice is not optional. Failure to provide the correct written notice — at the right time and in the appropriate language — can expose employers to administrative penalties and increase risk in wage-and-hour or employment litigation contexts. Employers should integrate this notice distribution into their annual HR compliance calendar.
Bottom Line
California employers need to act now to prepare for the Workplace Know Your Rights Act’s notice requirement. Review your internal processes, download the official notice template, and ensure distribution to all employees by February 1, 2026. If you have questions about implementing these updates in your workplace, consult with your Risk Advisor.
