/>iAs we ring in the new year, California employers face an important new compliance requirement: an updated Whistleblower Rights Notice must be prominently posted in the workplace beginning January 1, 2025.
Currently, employers are already required to display workplace notices that inform employees of their rights and protections under whistleblower laws. However, with the passage of AB 2299 earlier this year, this requirement has been streamlined. Under AB 2299, the Labor Commissioner was directed to develop an official model notice to help employers meet their whistleblower protection posting requirements. The Labor Commissioner has now released the new model notice, titled “Whistleblowers Are Protected.” Employers can access it directly here: Whistleblower Notice - California Labor Commissioner.
This official notice serves as a compliant, ready-to-use template for workplace display, making it easier for employers to fulfill their obligations and also ensures employees receive clear and consistent information about their rights. Beginning January 1, 2025, employers who use and post the model notice provided by the Labor Commissioner will automatically be deemed compliant with whistleblower posting requirements under California law.
Employers may create their own whistleblower notice as long as it meets specific requirements. The notice must be displayed in at least 14-point font and prominently placed in a location easily accessible to employees, such as a break room or common area. Additionally, it must include all required whistleblower rights and responsibilities, along with the whistleblower hotline number: 1-800-952-5225.
Key Takeaways for Employers
The updated whistleblower notice provides clear information about employees' rights to report workplace violations without fear of retaliation, as well as guidance on how to file complaints with the appropriate state agencies. These changes are part of California’s broader efforts to create safer, more transparent workplaces and to hold employers accountable for compliance with labor and employment laws.
As January 1, 2025, approaches, employers are encouraged to review their notice-posting policies and update their practices to meet this new requirement.
