SB 294 compliance: a checklist for California employers
SB 294, the Workplace Know Your Rights Act (Labor Code §§1550–1559), took effect January 1, 2026 and applies to California employers.
1. Annual notice by February 1
Give each current employee a stand-alone written notice on or before February 1 every year, and each new employee at hire (§1553(a)). Delivery can be personal service, email or text if it can reasonably be expected to arrive within one business day.
2. Right language
Use the language you normally use for employment information, if the Labor Commissioner publishes the template in it; otherwise English (§1553(c)). DIR currently lists English, Spanish, Chinese (simplified and traditional), Vietnamese, Korean, Tagalog, Hindi, Punjabi, Arabic and Urdu.
3. Union representatives
Send the notice annually to the employee's exclusive bargaining representative, if any (§§1552, 1553(a)).
4. Emergency contact and election
Offer each employee the chance to name an emergency contact and to say whether that person should be notified if they are arrested or detained at work (§1555(b)). The deadline for existing employees was March 30, 2026; new hires get the opportunity at hire.
5. Keep records for 3 years
Keep compliance records, including the date each notice was provided or sent, for three years (§1553(e)).
Penalties
Up to $500 per employee per violation; for §1555, up to $500 per employee per day, capped at $10,000 per employee (§1558(d)).
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Not legal advice. Records of what happened, not a guarantee of compliance. Sources: SB 294 chaptered text; Labor Commissioner SB 294 page.