Overview
- By February 1, 2026, employers must give a standalone written notice to all current employees and new hires, with annual distribution thereafter and delivery to union representatives where applicable.
- The required notice covers I‑9 inspection alerts, protections against unfair immigration‑related practices, constitutional rights during law‑enforcement encounters, labor organizing rights, workers’ compensation, new legal updates, and relevant enforcement agencies.
- The Labor Commissioner’s templates are available for use, with confirmed versions in English and Spanish and newly posted translations including Chinese, Vietnamese, Korean, Tagalog, Hindi, Punjabi, and Urdu.
- Employers must deliver the notice using normal communication channels such as personal service, email, or text in a language the employee understands when a template exists, ensure it can be received within one business day, and retain proof of distribution for three years.
- By March 30, 2026, employers must offer an emergency‑contact designation with an opt‑in for notification if an employee is arrested or detained where the employer has actual knowledge, with penalties up to $500 per employee for notice violations and up to $500 per employee per day (capped at $10,000) for emergency‑contact failures.