New Annual “Know Your Rights” Notice Required Under California’s Workplace Know Your Rights Act

| written by Jennifer Woo Burns, Principal Attorney

California employers will soon need to comply with a new annual notice requirement under the Workplace Know Your Rights Act. The Labor Commissioner has released the first notice, which must be provided to all employees no later than February 1, 2026. Updated versions will be issued each year and must be distributed by February 1 going forward.

The notice is currently available in English and Spanish, with additional languages expected. Employers are required to provide the notice in the language they typically use when communicating with employees about workplace matters, ensuring that employees understand the rights outlined.

What the New Notice Covers

Immigration enforcement and I‑9 inspections: 
Explains employees’ rights during immigration inspections, including limits on access to non‑public work areas and what constitutes a valid warrant.

Anti‑retaliation protections: 
Clarifies that employers may not retaliate when employees raise concerns, file complaints, or help others exercise their rights.

Unionization and protected concerted activity: 
Affirms employees’ rights to organize, participate in union activity, act together to improve working conditions, or decline participation.

Workers’ compensation rights: 
Confirms that all workers, regardless of immigration status, have access to workers’ compensation benefits when injured or ill due to work.

Workplace safety, privacy, and law‑enforcement interactions: 
Outlines employee rights during searches, questioning, and other law‑enforcement activity in the workplace, including restrictions on entering certain areas without a judicial warrant.

Next Steps

  • Download the official 2026 notice in English and Spanish, and check for the release of the notice in other languages if needed.
  • Distribute it to employees in the correct languages used in your workplace.
  • Add the February 1 deadline to annual compliance calendars and onboarding checklists.
  • Add the notice to the other onboarding documents and review internal policies touching on rights outlined in the notice.
  • Encourage employees to ask questions and ensure managers understand their responsibilities.

 

Unlock the Next Level

For employers looking to deepen their understanding of related issues, the following Scali Rasmussen insights offer useful context.