AB 1870 Expands Critical California Workers’ Compensation Notice Requirements

By /

June 11, 2025 | Sacramento, CA – MedLegalNews.com – California employers are now subject to new legal responsibilities under Assembly Bill 1870, which took effect on January 1, 2025. The legislation updates California workers compensation notice requirements, focusing on transparency, access to legal counsel, and multilingual accessibility. These changes aim to ensure all employees understand their rights when navigating the workers’ compensation process. For businesses across industries—from manufacturing to healthcare and hospitality—these updates require a careful review of workplace policies, compliance protocols, and employee communications.

The law amends Labor Code Section 3550 and requires employers to notify employees, in writing, that they have the right to consult an attorney when dealing with a workers’ compensation claim. This seemingly small change carries significant implications for workplace compliance and legal risk management. Failing to provide this notice could lead to disputes over due process, increased litigation exposure, or administrative penalties during labor audits. Legal experts also caution that courts may view the absence of this notice as evidence of employer negligence, particularly in contested claims.

To align with AB 1870, employers must revise printed notices, digital HR systems, and onboarding materials to include the new language. Many California labor law poster vendors have already released updated 2025 versions that include this mandate, but legal teams are encouraged to verify accuracy and confirm that workplace postings are compliant in format and content. In addition, organizations with multilingual workforces must translate the required notice into the primary languages spoken on site, ensuring all employees can understand their rights regardless of English proficiency.

Ultimately, AB 1870 represents more than a technical labor code change—it signals a broader cultural and regulatory push toward empowering workers through legal awareness and procedural clarity. Employers who adopt these updates proactively not only reduce legal risk, but also help foster trust, transparency, and fairness in the workplace.

What Employers Must Do Differently

AB 1870 introduces three clear requirements. First, written notices must now include specific language informing employees of their right to legal representation. This is a shift from generic policy language to direct legal disclosure. Experts recommend using the precise phrase: “You have the right to consult with an attorney regarding a workers’ compensation claim.” Legal HR advisors advise adding this exact wording to all written forms, employee handbooks, and orientation packets.

Second, employers are required to display workers’ compensation notices in visible, accessible areas within the workplace. These postings are no longer optional wall décor—they are considered a formal part of compliance with California workers compensation notice requirements. According to the California Department of Industrial Relations, noncompliance with posting requirements—such as placing notice boards in out-of-sight areas—has previously led to informal citations. With AB 1870 in effect, compliance officers expect formal audits and can issue fines up to $1,000 per violation for failure to maintain proper displays.

Third, notices must be available in the primary language spoken by the majority of employees. For multilingual workplaces, this means translation and review of existing materials will be necessary. According to the 2020 U.S. Census and California’s Department of Education, over 200 languages are spoken in California homes, with Spanish, Chinese, Tagalog, and Vietnamese among the most commonly spoken languages. Employers are encouraged to conduct a language census in their workforce to confirm which translations are required. Professional translation services or certified bilingual staff are recommended to ensure accuracy and avoid misinterpretation that could lead to legal disputes.

Why Compliance Can’t Wait

Businesses should treat these changes as more than just a paperwork update. Failing to meet the revised California workers compensation notice requirements could result in administrative penalties or weakened legal standing in disputes. For example, if an employee claims they were unaware of their right to legal counsel, outdated or poorly displayed notices could work against the employer.

To avoid these risks, employers should begin reviewing their current workers’ compensation notices immediately. Legal departments, HR teams, and compliance officers should collaborate to update language, confirm translations, and confirm proper posting locations.

More importantly, well-crafted notices serve as a layer of legal protection, especially in contested claims. Employers that meet these standards will be in a stronger position should questions of procedural fairness arise.

Legal and Workplace Impacts

AB 1870 reflects a growing trend in California labor law: prioritizing informed access to legal protections. Clear and timely communication of rights is now essential—not just for workers, but for employers seeking to protect themselves.

Recent guidance from the California Division of Workers’ Compensation (DWC) underscores that proper notice postings have become subject to compliance audits. In mid-2024, the DWC initiated a statewide outreach campaign, reminding employers to update their notice boards ahead of AB 1870. While no significant penalty enforcement has been reported yet, labor compliance experts warn that ignorance of the new rules may soon be considered a violation of good faith obligations.

The law also reinforces the broader role of California workers’ compensation notice requirements in shaping workplace trust. When workers are properly informed, they’re more likely to engage in the process constructively and less likely to pursue legal challenges. On the employer side, fulfilling notice obligations in good faith may mitigate the risk of fines, disputes, or unfavorable rulings. In fact, some labor and employment attorneys anticipate that, through this change, California is aligning with other states that have enacted similar notice mandates, signaling a national shift toward more transparent workers’ rights protections.

Final Takeaway

Assembly Bill 1870 is not just a compliance update—it’s a call to action. Employers must ensure their notices are current, visible, and accessible in all relevant languages. This includes revising outdated posters, verifying multilingual translations, and confirming that postings are placed where employees actually see them. Those who respond now will not only meet the revised California workers compensation notice requirements but also demonstrate a clear commitment to workplace transparency, proactive legal compliance, and a culture that values employee rights and informed decision-making.

Stay informed on California workers’ compensation notice requirements—review the full text of AB 1870 (Labor Code §3550 updates) here.

Stay on top of California labor law changes. Subscribe to MedLegalNews.com for expert insights on workers’ compensation compliance, enforcement trends, and legal strategy.

🔗 Read More from MedLegalNews.com:

Scroll to Top