California emergency contact law (Labor Code §1555)
SB 294 added a new emergency-contact duty that a normal HR emergency-contact field may not cover.
What §1555 requires
Employers must give employees the opportunity to name an emergency contact (by March 30, 2026 for existing employees, at hire for new hires), let them update it at any time, and let them indicate whether the contact should be notified if they're arrested or detained.
When you must notify
If the employee opted in: notify the contact when the employee is arrested or detained on the worksite. If it happens off-site during work hours or job duties, notify only if you have actual knowledge (§1555(a)).
Why a plain contact field may fall short
Commentators note that a name and phone number alone doesn't record the separate yes/no election (see Labor Code §1555). Record the contact, the election, and the dates the opportunity was offered and the choice was made.
Penalty
Up to $500 per employee for each day of a §1555 violation, up to $10,000 per employee (§1558(d)(2)).
Choose a plan — early access 20% off through Nov 30
Not legal advice. Records of what happened, not a guarantee of compliance. Sources: SB 294 chaptered text; Labor Commissioner SB 294 page.