Compliance Stuff

California employers can now get a first look at the state’s key workplace-related legislative proposals in 2026. The state’s deadline for introducing new legislation in the current session was February 20, and lawmakers introduced nearly 1,800 bills – including many that cover significant labor and employment issues you’ll want to know about. Catch a teaser below and  register  for our upcoming  California Legislative Preview 2026  webinar on March 13 to get the full scoop. Table of Contents Antidiscrimination Protections Artificial Intelligence + Workplace Surveillance Employee Leaves and Accommodations Immigration Privacy and Cyber Wage and Hour Workplace Safety Antidiscrimination Protections Expansion of Ban-the-Box Requirements ( AB 2095 ).  In addition to  existing requirements under California’s Fair Chance Act , employers would be prohibited from refusing to hire an applicant or taking other adverse action solely or in part because of the individual...

California lawmakers i ntroduced two bills yesterday that would significantly restrict how employers use artificial intelligence to make employment decisions . The coordinated effort by the California Labor Federation targets AI-driven job losses with a two-pronged approach: requiring human oversight when AI is used to fire or discipline workers, and mandating extended advance notice before conducting mass layoffs driven by automation. If enacted, the measures would impose s ome of the strictest AI employment regulations in the nation. Here’s what California employers (and multistate employers watching the trend) need to know about these February 2 proposals. SB 947: The “No Robo Bosses” Act Returns State Senator Jerry McNerney’s  SB 947  is a revised version of legislation Governor Gavin Newsom vetoed last year.  We covered the original proposal  and  the governor’s veto  in detail in 2025. The core provision remains: employers would be prohibited from u...

  California Governor Gavin Newsom late Monday vetoed the much-watched “No Robo Bosses Act” (SB 7), a measure that would have placed strict limits on how employers use AI in discipline, termination, and scheduling decisions. While the Governor acknowledged the growing risks of automated workplace tools, he concluded the bill was overbroad, duplicative of existing regulation, and potentially harmful to California businesses . This move will have an impact on employers not only in the Golden State but across the country as regulators from coast to coast struggle with how – and whether – to regulate artificial intelligence in the workplace . Here’s a review of the veto and what it means for employers. NOTE: Our next AI Forum webinar will cover the state of AI regulation in California. Join our California insider for this interactive conversation on Wednesday, October 15.  Register here . The No Robo Bosses Act in a Nutshell SB 7, dubbed the “No Robo Bosses Act,” would have made ...

Key Takeaways Use of Artificial Intelligence in hiring and promotion is undergoing regulatory scrutiny in California Tools that screen resumes, rank candidates, or assess interview responses can lead to legitimate claims of bias or discrimination Employers must ensure AI tools are transparent, explainable, and tested for adverse impact on protected groups The EEOC and the Civil Rights Department may view reliance on opaque (non-transparent) or unvalidated (not tested or verified for accuracy or bias) AI as a violation of anti-discrimination laws F ederal and California agencies have increased their focus on how AI and automated decision-making tools are being used in hiring, promotions, and employment screening processes. Employers using such technologies may be exposed to discrimination claims if these tools lead to disparate treatment or impact on certain races, national origins, genders, ages, or other protected classes, whether intentional or not. With AI increasingly integrated i...

California lawmakers have proposed new legislation to reshape the growing use of artificial intelligence (AI) in the workplace. While this bill aims to protect workers, employers have expressed concerns about how it might affect business efficiency and innovation. What Does California’s Senate Bill 7 (SB 7) Propose? SB 7, also known as the “No Robo Bosses Act,” introduces several key requirements and provisions restricting how employers use automated decision systems (ADS) powered by AI . These systems are used in making employment-related decisions, including hiring, promotions, evaluations, and terminations. The pending bill seeks to ensure that employers use these systems responsibly and that AI only assists in decision-making rather than replacing human judgment entirely. The bill is significant for its privacy, transparency, and workplace safety implications, areas that are fundamental as technology becomes more integrated into our daily work lives. Privacy and Transparency Prote...