As we begin the new year, we want to help ensure your business remains compliant with recent changes to California employment laws. There are action requirements below including updating your handbook.
Expanded Rights and Notification Requirements
One key area that continues to evolve is protected time off and employee rights.
Effective January 1, 2026, California employees will receive expanded protected time-off rights. To ensure employees are aware of these rights, employers must distribute the required “Know Your Rights” notice no later than February 1, 2026. https://www.dir.ca.gov/dlse/Know-Your-Rights-Notice/Know-Your-Rights-Notice-English.pdf
Additional requirements include:
Employers must retain records confirming distribution of the notice for at least three (3) years.
New hires must receive this notice at the time of hire.
California plans to update this required notice annually, so employers should be prepared to replace prior versions as updates are issued.
2. Emergency Contact Requirements
Employers must establish a process for employees to designate an emergency contact and indicate whether that contact should be notified if the employee is detained or arrested at work. If an employee authorizes notification, the employer is required to notify the emergency contact in the event of an arrest or detainment.
Expanded Leave Protections
Expanded Leave for Crime Victims: Employees who are victims of certain crimes, or who have a qualifying family member who is a victim, may take unpaid leave to attend related judicial proceedings.
The definition of “family member” now includes grandparents, grandchildren, domestic partners, and a designated person. Employees may use available sick time to cover these absences.
Protected Sick Pay for Civic Duties: Employees may use protected sick pay for jury duty or witness duty.
Actions Required:
Send the attached Know Your Rights Notice to all employees. Maintain a record of submission and add this document to your new hire packets.
Create an Emergency Contact Form with the required details. Ensure the document is maintained in the employee’s Confidential File.
Employers should update their handbooks to reflect these expanded rights and requirements.
Would you like us to make updates to your employee handbook? Reach out and we’ll guide you through the compliance requirements.