Overview
- The Labor Commissioner has posted English and Spanish template notices, and employers must begin annual distribution to current employees, new hires, and any authorized representatives by February 1, 2026.
- The standalone notice must explain workers’ compensation benefits, immigration‑related protections including inspection notices and bans on unfair practices, the right to organize, and constitutional rights during workplace law‑enforcement interactions, plus a summary of material legal changes and relevant enforcement agencies.
- Employers must deliver the notice via their usual communication method in a form employees can receive within one business day, in the language normally used for employment communications if a Labor Commissioner template exists in that language.
- By March 30, 2026, employers must offer every existing employee an emergency‑contact designation that includes optional authorization for arrest or detention notifications, with off‑site events triggering notice only when the employer has actual knowledge.
- Compliance requires three years of recordkeeping and carries penalties up to $500 per employee per violation and up to $500 per employee per day, capped at $10,000 per employee, for emergency‑contact failures, with enforcement by the Labor Commissioner and public prosecutors and an explicit CBA waiver option.