If you’ve been meaning to circle back on the new 2026 employment laws, this is your reminder.

One of the most overlooked updates under California’s Workplace Know Your Rights Act (SB 294) came with a key deadline: March 30, 2026.

By that date, employers were required to give all current employees the opportunity to designate an emergency contact to be notified if they are detained or arrested during work or while performing job duties.

If you didn’t implement this—or aren’t sure if you did—you’re not alone. But this is one area worth addressing now rather than later.

Why it matters

This requirement isn’t just a formality. If an employee has designated a contact and an employer fails to notify them when required, penalties can reach:

• Up to $500 per employee, per day
• With potential exposure up to $10,000 per employee

More importantly, it signals whether your business is keeping pace with evolving compliance expectations.

What to do now

If you’re unsure of your status, take a few simple steps:

• Add (or confirm) an emergency contact designation form for all employees
• Ensure new hires are given this option at onboarding
• Keep records showing when and how you provided the opportunity
• Allow employees to update their information over time

Even if you’re late, documenting a good-faith effort to comply is always better than doing nothing.

A quick reminder

This update is just one piece of a broader set of 2026 employment law changes affecting California businesses.

If you haven’t already, we recommend reviewing our 2026 employment law overview:
https://chaselawmb.com/california-employment-laws-2026/

It’s a helpful starting point to ensure your policies, processes, and documentation are aligned for the year ahead. If you’d like help reviewing your current practices or confirming compliance, we’re always happy to take a look.

Did you meet the March 30 requirement?

Schedule a quick compliance check or reach out for guidance.
A small fix today can prevent costly issues later.
Contact Chase Law Group

WWW.CHASELAWMB.COM
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.}