Overview
- The Labor Commissioner posted the official notice in English and Spanish, and employers may use it or an equivalent standalone notice that meets SB 294’s requirements.
- Employers must provide the notice to all current California employees by February 1, 2026, then annually, to new hires at onboarding, and to any union representative by electronic or regular mail.
- Delivery can be by hand, email, or text if receipt within one business day is reasonably anticipated, the notice must be a standalone communication, and employers are advised to document distribution.
- Required content includes rights related to I-9 inspection notices, protections against unfair immigration practices, constitutional rights during law enforcement interactions, union organizing, workers’ compensation, anti-retaliation information, and a list of enforcement agencies.
- By March 30, 2026, employers must collect or update employee emergency contacts and notify a designated contact if an arrest or detention is known, with penalties up to $500 per employee per day for contact violations and $500 per employee per violation for other notice failures.