Peter Law Group | California Employment Law
Date: January 6, 2026
Audience: In-house counsel, HR leaders, production executives, and business affairs teams
California enters 2026 with new employment-law requirements that intersect directly with how entertainment and media businesses hire, onboard, staff productions, manage union dynamics, and structure incentives for talent and key executives. Because the industry relies on a mix of long-term employees and project-based crews, compliance issues can arise quickly if templates and practices are not refreshed at the start of the year.
This client alert highlights ten changes that are uniquely relevant or especially impactful in the entertainment and media context. Each section includes the bill or code reference and a short set of practical action items.
1. SB 294 – Annual “Know Your Rights” Workplace Notice
Labor Code § 1550 et seq.
Beginning February 1, 2026, employers must provide a standalone annual notice summarizing key workplace rights, including workers’ compensation, misclassification protections, immigration-related rights, organizing and collective activity rights, and other required topics. Entertainment employers should plan for multilingual distribution across production crews and corporate teams.
Action items:
-
Add the notice to onboarding packets and an annual distribution calendar
-
Use the language normally used to communicate with each employee
-
Create an emergency contact designation workflow for arrests or detentions at worksite locations
2. AB 692 – Ban on “Stay-or-Pay” Repayment Clauses
Business & Professions Code § 16608; Labor Code § 926
Most agreements requiring repayment of employer-related costs when employment ends are void and unenforceable as of January 1, 2026. This is particularly relevant to sign-on bonuses, relocation arrangements, and training reimbursements used in talent, executive, and production hiring.
Action items:
-
Review offer letters, deal memos, and executive agreements for repayment language
-
If using a permitted bonus clawback, isolate it in a standalone agreement and ensure it is prorated and compliant
-
Avoid any final-pay deductions that could be characterized as debt collection
3. SB 617 – Expanded Cal-WARN Notice Content
Labor Code § 1401
Cal-WARN notices for mass layoffs, relocations, or closures must include new information about workforce services and CalFresh resources. This matters for production shutdowns, early wraps, and corporate restructuring affecting 50 or more employees at a covered site.
Action items:
-
Update WARN templates to include workforce development board contact information and CalFresh language
-
Coordinate early with local workforce agencies when planning reductions in force
-
Preserve documentation of notice timing and distribution methods
4. AB 288 – PERB Backstop Authority for Certain Private-Sector Labor Matters
AB 288 expands the role of the Public Employment Relations Board as a potential backstop when federal labor processes fail to act within required timelines. This is a labor-relations development worth monitoring in an industry with frequent organizing activity and high union density.
Action items:
-
Train management teams on lawful responses to organizing activity and protected concerted activity
-
Escalate potential unfair labor practice issues early to labor counsel
-
Monitor developments and litigation affecting enforcement of AB 288
5. AB 1340 – Collective Bargaining Framework for Rideshare Drivers
AB 1340 establishes a state-administered collective bargaining structure for transportation network company drivers beginning in 2026. Entertainment employers that rely heavily on rideshare logistics for cast and crew should monitor operational impacts and related policy trends.
Action items:
-
Review vendor and transportation policies for productions with heavy rideshare utilization
-
Monitor potential cost and availability impacts as bargaining structures evolve
-
Track whether similar frameworks expand to other gig-style work models
6. SB 642 – Equal Pay and Pay Scale Clarifications
Labor Code §§ 1197.5, 432.3
SB 642 clarifies pay scale posting expectations and broadens Equal Pay Act concepts to emphasize total compensation. Entertainment compensation packages often include bonuses, allowances, and equity, so pay equity reviews should include all compensation elements.
Action items:
-
Audit compensation across substantially similar roles, including bonuses, allowances, and equity components
-
Tighten pay ranges in postings to reflect what the employer reasonably expects to pay upon hire
-
Maintain documentation supporting legitimate pay differentials, including experience and performance factors
7. SB 464 – Pay Data Reporting and Data Segregation
Government Code § 12999
Beginning in 2026, covered employers must maintain demographic data used for pay reporting separately from personnel files. Expanded reporting categories arrive in later reporting cycles, but preparation should start now for large studios and digital media employers.
Action items:
-
Work with HRIS and payroll vendors to segregate demographic data from general personnel records
-
Begin mapping job titles to more detailed occupational groupings
-
Create internal review protocols to address potential disparities before reporting deadlines
8. SB 513 – Training and Education Records Included in Personnel Files
Labor Code § 1198.5
Training and education records become part of the personnel file that must be produced upon request. For entertainment employers, this can include harassment prevention training, safety training, and equipment or software certifications tied to production work.
Action items:
-
Centralize training completion records by employee and project
-
Update personnel file response procedures to include training records
-
Confirm retention timelines align with production staffing cycles and legal requirements
9. SB 303 – Bias Mitigation Training Protections
Government Code § 12940.2
SB 303 protects good-faith bias mitigation training by limiting how training participation or training content can be used as evidence in certain contexts. Entertainment employers can continue DEI programs while maintaining appropriate guardrails and professionalism.
Action items:
-
Maintain confidentiality protocols for training exercises and assessments
-
Ensure trainings are structured to reduce bias without singling out protected groups
-
Document training objectives and attendance for compliance purposes
10. AB 250 – Revival Window for Certain Sexual Assault Claims Involving Cover-Ups
Code of Civil Procedure § 340.16
AB 250 creates a 2026–2027 window for certain claims involving allegations that leadership covered up prior sexual assault by the same perpetrator. This is especially significant in industries with legacy exposure and public-facing reputational risk.
Action items:
-
Assess historical exposure with counsel, including prior complaints and settlements, to the extent appropriate
-
Reinforce reporting channels, anti-retaliation protections, and investigation protocols
-
Preserve relevant records and review insurance coverage and notice requirements
Recommended Next Steps
Update templates, onboarding materials, and production HR workflows at the start of the year. A focused contract and policy audit can reduce risk quickly for incentives, classification practices, workforce notices, and layoff communications.
Contact:
Arnold P. Peter, Attorney at Law
Peter Law Group
270 Coral Circle, El Segundo, CA 90245
