Governor Newsom just signed into effect a new law Monday that will soon require California employers to provide written notice to each employee advising of specific constitutional rights when interacting with law enforcement at work. Enacted in response to the current federal immigration enforcement posture, SB 294, also known as the “Workplace Know Your Rights Act,” will also require employers to notify the employee’s “designated person” if the employee is arrested or detained at work. Below are the specific requirements of the new law to ensure you are prepared before the February 1, 2026, deadline – and a list of action steps you should consider taking.

What Does the Workplace Know Your Rights Act Do?

To equip California workers with knowledge to protect themselves, their families, and their communities, the Act delineates two main requirements for employers:

• Written notice; and
• Real-time notification to a designated person.

Written Notice Requirements

By February 1, 2026, and annually thereafter, employers must provide stand-alone written notice to each employee advising them of their constitutional rights when interacting with law enforcement. Employers must circulate the notice to existing employees and new employees upon hire in the manner normally used to communicate employment-related information, provided it is received within one business day of sending.

Currently, employers are required to provide written notice to employees describing workers’ compensation...

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