Thanks to a new law passed last year, California employers will need to provide written notice to each employee advising them of their constitutional rights when interacting with law enforcement at work by February 1. 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. This Insight provides a reminder of the law’s specific requirements to ensure you’re prepared before February 1, and a list of seven action steps you should consider taking right away.
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 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. The Labor Commissioner has posted a template notice on the DIR’s website, which you can find in both English and Spanish.
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