Effective January 1, 2026, Senate Bill 59 (SB 59) reinforces California’s commitment to safeguarding employee privacy by imposing stricter requirements on employers to ensure that any medical information obtained in the course of employment is kept strictly confidential and used only for legitimate business purposes. 

What Does it Mean 

Maintaining confidentiality is mandatory under SB 59, meaning that medical details—such as health conditions, treatment records, or related documentation—cannot be disclosed except in limited circumstances specifically authorized by law, such as compliance with subpoenas, benefit administration, or workers’ compensation claims. For any other disclosure of medical information, the employee’s explicit written authorization is required. Importantly, SB 59 aligns with existing laws like the ADA, FMLA, and HIPAA by reinforcing that employers must store and handle medical records securely and restrict access solely to individuals with a legitimate need to know. 

Ahead of the January 1, 2026 effective date, employers should consider the follow next steps: 

• Review and update internal policies to reflect SB 59’s confidentiality requirements. 

• Train HR and management teams to ensure the proper handling of medical information. 

• Audit current recordkeeping practices to ensure compliance before the law takes effect.