California Employers' "Know Your Rights" Notification Update Imminent

California's “Know Your Rights Act” enactment requires employers to provide written notice of certain employment rights to all employees. Effective February 1, 2026, that notice requirement included reference to workers' compensation benefits, the right to notice of inspection by immigration agencies, and certain collective bargaining rights. 

On March 30, 2026, the “Know Your Rights Act” imposes a new requirement. By that date, employers must provide employees the opportunity to name an emergency contact, and specify whether that person should be contacted upon the employee's arrest or detention. For employees hired after March 30, 2026, that same notice must be provided at the time of hiring. The relevant statutory language is quoted below. 

Though the statute does not authorize a private right of action, non-compliance may result in penalties of up to $500 per day the violation continues, up to a $10,000 maximum per employee. California employers should consider reviewing their policies, and updating notifications, to address the “Know  Your Rights Act” updates.  

Subscribe to Farella Insights by topic and author here.

(b) An employer shall provide an employee the opportunity to name an emergency contact no later than March 30, 2026, for an existing employee, and at the time of hiring for a new employee hired after March 30, 2026. The employer shall also allow an employee to provide updated emergency contact information through the duration of employment. The employer shall allow the employee to indicate whether the emergency contact should be notified if the employee is arrested or detained on their worksite, or during work hours or during the performance of the employee’s job duties, but not on the worksite, if the employer has actual knowledge of the arrest or detention of the employee.