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With a fast-approaching deadline of February 1, 2026, California’s Senate Bill 294, also known as the Workplace Know Your Rights Act, adds a compliance obligation focused on workplace notices and employee awareness of labor rights. The law requires you to provide a new “Know Your Rights” notice created by the state that informs workers of key protections under California law and explains how and where to report violations.
The bill doesn’t create new substantive employee rights, but it does expand your notice and posting obligations, increasing the risk of penalties if you overlook administrative compliance.
What SB 294 Requires
Under the new law, covered employers must provide employees with a state-issued notice that summarizes core workplace protections like wage and hour rights, anti-retaliation protections, and how to contact the Labor Commissioner to file a complaint.
According to SB 294, the notice must be:
- Distributed annually starting on or before February 1, 2026.
- Supplied to all new employees at the time of hire.
- Posted in a conspicuous place at the worksite where employees can easily read it.
- Provided directly to employees, using the same methods you would normally use to communicate your workplace policies and legal notices.
If your employees work remotely or don’t regularly report to a physical worksite, the notice must still be made available in a way that reasonably ensures access.
The Labor Commissioner has issued a model notice that employers may use to comply with SB 294, titled “Know Your Rights” (available at SB294 Know Your Right Notice). Importantly, the model notice will be updated annually. Employers should therefore verify each year that they are using the most current version.
Why Does This Matter?
SB 294 reflects a broader enforcement trend in the state. There’s been an increased reliance on employee education and employer notice obligations as a compliance lever. For you, this means that even technical oversights can lead to penalties, audits, or even investigations.
It’s vital that you stay current on required postings and notices, as this is no longer a low-risk administrative task. Now, it is a core compliance issue that requires regular attention and review.
Language and Accessibility Requirements
SB 294 follows the state’s familiar language-access framework. Do you have employees who speak a language other than English? If so, you’ll be expected to provide the notice in that language if the state has issued a translated version. Currently, English and Spanish are available, with more languages expected to follow.
While you aren’t required to create your own translations, you are responsible for using any versions available through the Labor Commissioner.
Enforcement & Penalties
Failure to comply with SB 294’s notice requirements can expose you to civil penalties enforced by the Labor Commissioner. As with other posting violations, penalties may accrue per employee and per pay period until corrected, increasing exposure if compliance gaps go unnoticed.
Please note that lack of intent isn’t considered a viable defense. If you simply fail to post or distribute the notice, you can still face enforcement action.
What You Should Do Now:
Check to ensure:
- Is the current Know Your Rights notice posted at all physical worksites where required?
- Have you distributed the notice to your employees, including remote or hybrid workers?
- Are all applicable and available language versions in use?
- Does your HR team know where the notice is stored and how to provide it during onboarding or policy updates?
SB 294 is a notice-based law, so compliance is relatively straightforward, but it will require coordination between HR, payroll, and operations teams to ensure nothing is missed. Do you have any questions? Don’t wait until you have a compliance issue, chat with us today.