If you are a California employer, you may already know that the new Workplace Know Your Rights Act (SB 294) required you to send employees a written notice about their workplace rights by February 1, 2026. But there is a second deadline coming up fast: March 30, 2026.

Here is what you need to know.

What Is the Workplace Know Your Rights Act?

The Workplace Know Your Rights Act took effect January 1, 2026. Enacted in part in response to the current federal immigration enforcement environment, the law has two main requirements for California employers.

The first is an annual written notice. By February 1 each year, employers must provide every employee with a stand-alone written notice explaining key workplace rights under California law. For 2026, that first notice was due February 1. Going forward, new employees must receive the notice at the time of hire.

The notice must cover the following:

• Protection from retaliation for reporting workplace concerns
• Protections against unfair immigration-related practices
• The right to organize or act collectively with coworkers
• Constitutional rights during law enforcement interactions at the workplace
• Workers' compensation rights
• Emergency contact notification rights

The Labor Commissioner has posted a template notice in English and Spanish on the DIR website, which employers can download and use.

The March 30 Deadline: Emergency Contact Designation

The second requirement is what is due by March 30. Employers must give every existing employee a formal opportunity to designate an emergency contact to be notified if the employee is arrested or detained while at work or performing job duties.

This is not the same as a standard emergency contact form. The form must specifically address the scenario of arrest or detention by law enforcement and must make clear that designation is entirely the employee's choice.

At a minimum, your form should:

• Make clear that participation is voluntary
• Document whether the employee is opting in or declining
• Collect the contact's name, relationship, phone number, and language preference (for employees who opt in)
• Allow employees to update their designation at any time
• Include the employee's signature and date

For employees hired after March 30, this form must be provided at the time of hire as part of onboarding.

What Happens If You Miss the Deadline?

The penalties are steep. Failing to give employees the opportunity to designate an emergency contact, or failing to notify a designated contact when required, can result in penalties of up to $500 per employee per day the violation continues, up to a maximum of $10,000 per employee. That is in addition to any other remedies available under the Labor Code.

Three Things to Do Right Now

1. Create or update your emergency contact designation form to specifically address arrests and detentions by law enforcement.
2. Distribute the form to all existing employees before March 30 and retain records showing when and how you provided it.
3. Train your managers and HR team on their obligation to notify designated contacts if an employee is detained or arrested, and to honor update requests going forward.

Questions?

If you are unsure whether your business is in compliance with the Workplace Know Your Rights Act, I can help. My firm works with California employers of all sizes on HR compliance, employment documentation, and workplace policy. You can fill out my intake form or contact me at 310-213-7711.

Disclaimer: This post is for informational purposes only and does not constitute legal advice or create an attorney-client relationship.