New Mandated Reporter Requirements for the Entertainment Industry in California
•February 11, 2026
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Why It Matters
The law creates direct legal exposure for entertainment firms and elevates child‑safety obligations, reshaping risk management in the industry.
Key Takeaways
- •CAMERA adds talent agents, managers, coaches as reporters
- •Non‑compliance risks criminal misdemeanor and reputational damage
- •Employers must update onboarding with mandated‑reporter acknowledgments
- •Provide role‑specific training despite no statutory requirement
- •Designate internal point of contact for reporting coordination
Pulse Analysis
California’s new Abuse Mandated Entertainment Reporter Act (AB 653) marks a significant shift in child‑protection enforcement within the entertainment sector. By extending the list of mandated reporters to include talent agents, managers, and coaches, the state aligns industry practices with broader child welfare statutes. This move reflects heightened legislative focus on safeguarding minors who often operate in loosely regulated environments, and it underscores the importance of integrating child‑abuse reporting into existing compliance frameworks rather than treating it as a peripheral concern.
For entertainment companies, the practical impact is immediate. Licensing boards will now require mandated‑reporter acknowledgments on talent‑agent licenses and child‑performer permits, compelling firms to audit job functions beyond titles. Updating onboarding packets, distributing statutory materials, and instituting brief, role‑specific training become essential steps. While California law does not mandate formal training for the newly covered roles, the absence of education does not excuse reporting duties, making proactive instruction a risk‑mitigation best practice. Establishing a clear internal point of contact—often HR or legal—ensures reports are documented promptly and follow‑up actions meet the 36‑hour written requirement.
Beyond compliance, the legislation signals a broader trend toward tighter regulatory scrutiny of the entertainment supply chain. Companies that embed robust reporting protocols can not only avoid criminal penalties but also protect brand reputation and investor confidence. Anticipating future amendments, firms should adopt scalable compliance systems, regularly review employee duties, and foster a culture where safeguarding minors is embedded in everyday operations. Such foresight positions organizations to adapt swiftly to evolving legal expectations while maintaining operational agility.
New Mandated Reporter Requirements for the Entertainment Industry in California
by Peter J. Woo, Jackson Lewis P.C.
Wednesday, February 11, 2026
Effective January 1, 2026, California Assembly Bill (AB) 653, dubbed the California Abuse Mandated Entertainment Reporter Act (“CAMERA”), expanded the list of “mandated reporters” under California’s Child Abuse and Neglect Reporting Act (“CANRA”) to include any individual employed as a talent agent, talent manager, or talent coach who provides services to minors. These persons must report known or reasonably suspected child abuse or neglect learned in their professional capacity to the appropriate agencies. Failure to report can result in criminal liability as a misdemeanor under CANRA.
For entertainment employers, non‑compliance can also bring adverse financial impacts, unwanted publicity, and reputational loss. Operationally, if a company employs or regularly engages individuals who represent, manage, or coach performers under 18, the employer should treat this as a workplace‑compliance and training issue, not merely a licensing matter.
The licensing and permitting ecosystem for children’s talent in the entertainment industry is already extensive, and this change adds another step for employers to navigate. The Labor Commissioner has indicated that mandated‑reporter compliance statements will be included with talent‑agent licenses and child‑performer services permits, consistent with CANRA’s acknowledgment requirements in Penal Code § 11166.5.
Proactive First Steps
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Identify Covered Employees – Determine which employees function as talent agents, managers, or coaches for minors. Go beyond job titles and examine day‑to‑day duties to verify who actually works with minors.
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Update Onboarding and Annual Compliance Packets – Penal Code § 11166.5 requires employers to provide mandated‑reporter acknowledgments and statutory materials to the relevant employees. Ensure that both current employees and future hires in the identified roles receive this information as a prerequisite for employment.
Ongoing Compliance Structure
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Training – Although Penal Code § 11165.7 does not mandate training for the newly covered talent agents, managers, and coaches, training is strongly encouraged. An absence of training does not excuse a mandated reporter from their duties. Provide brief, role‑based training that explains when the reporting obligation is triggered and how to act promptly.
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Reporting Timeline – California’s framework generally expects an initial report immediately (or as soon as practicably possible) and a written follow‑up within 36 hours.
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Internal Protocol – Designate a clear internal point of contact (e.g., Human Resources or in‑house counsel) who is trained in mandated‑reporter responsibilities, can help document the report, and can coordinate the workplace response.
Implement an Action Plan
To summarize, a streamlined compliance framework for employers should:
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Identify impacted employees.
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Update onboarding and compliance packets for those roles.
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Provide periodic, role‑specific training on mandated‑reporter obligations.
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Promote a culture of compliance throughout the organization.
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Designate an internal point of contact to support reporters and manage the reporting process.
By taking these steps, entertainment‑industry employers can ensure compliance with CAMERA and CANRA and be well‑prepared for future regulatory changes.
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