In a prior post, we notified clients about the new “Workplace Know Your Rights Act”, effective January 1, 2026, which required employers to provide a new, standalone notice to all current employees, as well as all new employees upon hire, and to all employees annually thereafter.

The Official Notice Template Is Now Available

The notice template to be issued to employees previously unavailable, is now available on the Department of Industrial Relations (“DIR”) website and are now available in English here and available in Spanish here.  (The template will soon be available in other languages.)  Employers must provide the notice in the language normally used to communicate with the employee, if that version is available on the DIR website. The notice will be updated annually.

February 1, 2026 Deadline: When the Notice Must Be in Use

The required notice must be in use by February 1, 2026. The notice sets forth specific employee rights and protections against unfair immigration actions when interacting with law enforcement at work. The notice also must include information about workers’ compensation benefits, the right to organize or engage in concerted activity, and a list of enforcement agencies responsible for these rights. Thus, the notice should be included with onboarding packet along with workers’ compensation and other required notices for new hires.

How to Distribute the Notice to Existing Employees

The new notice may be given to existing employees the same way other employment-related information is provided to them. The notice should be reasonably anticipated to be received within one business day.  Thus, notices must be resent to employees on vacation or on a leave of absence upon their return to work.

Emergency Contact Requirements: March 30, 2026

Also, under the Workplace Know Your Rights Act employers have until March 30, 2026, to allow employees to indicate if they want a designated emergency contact to be notified if they are arrested or detained at work, or if the employer has actual knowledge an employee was arrested or detained while working offsite. Employers should update their emergency contact forms and their employee handbooks accordingly.

Penalties and Anti-Retaliation Protections

The Act provides for potential penalties for the employer and outlines anti-retaliation provisions prohibiting terminating, demoting, suspending, or discriminating against employees who exercise their rights under the Act, such as filing complaints or participating in investigations.

If you have any questions related to the new Workplace Know Your Rights Act requirements, contact our employment attorney Scott Liner at [email protected].

Ensure your business is compliant before the February 1 deadline.
Contact Chase Law with any questions.

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310-545-7700

_{Please note that this article is for informational purposes only and should not be considered legal advice and does constitute an attorney-client relationship. It is recommended to consult with an attorney directly for specific guidance pertaining to your business and its practices.}