California Employee Notice and Emergency Contact Requirements for 2026

New California Employee Notice and Emergency Contact Requirements

What Employers Need to Know for 2026

California employers of all sizes should be aware of new employee notice and emergency contact requirements that are now in effect. While the law technically began January 1, 2026, the state has provided specific compliance deadlines that employers should be preparing for now.

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Workplace Rights Notice Requirement

What Employers Must Provide

By February 1, 2026, and every year after that, employers must give all employees a stand-alone written notice outlining certain workplace rights.

The Labor Commissioner has issued official “Know Your Rights” templates, currently available in English and Spanish, with additional languages expected soon. These notices cover:

In future years, the notice may also need to include new topics if the Labor Commissioner determines additional disclosures are required.

Any employee hired on or after February 1, 2026 must receive this notice at the time of hire.

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How the Notice Can Be Delivered

Employers must provide the notice in a language the employee understands, as long as the Labor Commissioner has published a template in that language. If no template exists, English is acceptable.

The notice can be delivered using the same method you normally use to communicate employment information, including:

The key requirement is that the delivery method must reasonably reach the employee within one business day.

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Record-keeping Requirements

Employers must keep records showing that the notice was provided to each employee. These records must be retained for at least three years and should include the date the notice was delivered.

This is an area where good payroll and HR documentation matters, especially in the event of an audit or employee dispute.

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Emergency Contact and Arrest Notification Requirement

By March 30, 2026, employers must give employees the opportunity to:

Employees must be allowed to update this information at any time.

If an employee is arrested or detained at the workplace, the employer must notify the emergency contact if the employee requested notification.

If the arrest or detention happens outside the workplace, but during work hours or while performing work duties, the employer is only required to notify the emergency contact if the employer actually becomes aware of the situation.

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Action Checklist for Employers

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