Compliance Stuff

Starting on October 1, 2025, California employers must follow new regulations from the Civil Rights Council (CRC) regarding “automated-decision systems”, or “ADS” — that is, tools that use AI, algorithms, or other computer processes to help make employment decisions. What’s Covered? An ADS is any technology that makes or influences decisions about jobs or benefits — like: Resume screening software Online assessments, puzzles, and tests Interview tools that analyze tone, facial expressions, or word choice Recruiting ads targeted to specific groups Data analytics using applicant or employee information Importantly, basic tools (like spreadsheets or calculators) are not considered ADS if they don’t actually make employment decisions. Why the New Rules Matter The CRC’s position is clear: if an ADS results in discrimination based on race, gender, age, disability, religion, or any other protected characteristic, it’s unlawful under the California Fair Employment and Housing Act. Employers — ...

Takeaways The new regulations apply to all employers in California and pertain to any automated decision system — not just advanced “AI” tools, but also those using selection criteria for hiring, promotions or training. Employers are prohibited from using automated decision system (ADS) or criteria that result in discrimination based on protected categories under FEHA and must accommodate religious and disability needs. Employers should consider conducting bias audits of their ADS. Related links Civil Rights Council Secures Approval for Regulations to Protect Against Employment Discrimination Related to Artificial Intelligence Navigating California’s New Regulations on Automated Decision-Making Tools Article California’s Civil Rights Department finalized regulations to curb the discriminatory impacts of artificial intelligence and automated decision-making in the workplace. The  regulations apply to all employers in California  and  take effect on  Oct. 1, 2025 . The...

The California Civil Rights Council has finally secured approval for its long-awaited regulations regarding employers’ use of artificial intelligence (AI), algorithms, and other automated decision systems. The agency says the regulations will clarify how existing administrative laws apply to the use of emerging technology to make employment decisions . The approval comes after years of consideration for new AI regulations, making California one of the first to adopt comprehensive AI regulations concerning employers. Quick Hits The California Civil Rights Council has received final approval for comprehensive regulations governing the use of AI and “automated-decision systems” in employment, aimed at preventing discrimination. These regulations clarify that employers must not use “automated-decision systems” that discriminate against applicants or employees based on protected characteristics under California antidiscrimination laws . California joins other states in implementing AI regul...

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...