JANUARY EDITION
Your Compliance Questions, Answered
By Dana Holle, GovDocs Counsel and Manager Employment Law and Compliance
January 27, 2026
Each month, GovDocs’ Employment Law & Compliance Team answers the most common employment law questions employers are facing. This January edition covers California’s new Know Your Rights notice, workplace posting requirements, and updates on fast food minimum wage.
Staying compliant in today’s rapidly evolving employment law landscape often raises more questions than answers. Each month, Dana Holle, Counsel & Manager of GovDocs’ Employment Law & Compliance Team, tackles the most asked employment law compliance questions by employers across the country.
California’s Workplace Know Your Rights Notice has been released. Are employers required to post the notice in the workplace?
Back in fall of 2025, California passed the Workplace Know Your Rights Act, which requires a new notice to be provided to employees. The Act states that on or before Feb. 1, 2026, employers must provide a stand-alone written notice to each current employee in a manner the employer normally uses to communicate employment-related information. The notice must be provided annually and at the time of hiring for new employees. Employers also need keep appropriate records of compliance for three years, including the date that each written notice is provided or sent.
Under the law, employers can satisfy this notice requirement through personal service, email, text message, etc. The Act, however, does not indicate that posting the notice satisfies these requirements.
Check out GovDocs’ California’s New Notice to Employees: The Workplace Know Your Rights Act blog for more information on language, content, and video requirements of the notice.
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Employees periodically enter other offices, warehouses, or similar locations during their workday that are not connected to the main corporate building. Are postings required to be displayed at these locations as well?
Labor law posters must be displayed in a conspicuous area frequented by employees in the workplace, such as a breakroom, kitchen, common hallway, etc. If the employees are visiting other offices or warehouses for brief periods of time and have routine access to the postings in the main corporate building, then posters are not warranted in the other locations. However, if employers have employees working in multiple buildings, floors, and/or locations, and those employees do not frequently visit one central location, then posters are required to be displayed in each building, on each floor, etc.
California’s fast food minimum wage is still listed at $20 per hour. Is there a status update on if/when the fast food minimum wage will increase in the future?
Back on April 1, 2024, California’s fast food worker minimum wage took effect, increasing to $20 for impacted workers. The law creating the fast food worker minimum wage also established the Fast Food Council, which comprises of appointed representatives from the restaurant industry. The Fast Food Council is supposed to meet regularly and develop employment standards for the fast food industry in California, including any potential increases to the fast food worker minimum wage. However, the Fast Food Council’s chairman resigned in May of 2025, they have not met since early last year, and no future meetings have been scheduled.
While there is potential that California fast food employees will see a future minimum wage increase, there has been no announcement indicating such at this time.
