IN EFFECT NOW
FEHA automated-decision-system rules
Effective since October 1, 2025, the Civil Rights Council regulations apply FEHA principles to automated systems used in employment and require covered employment records, including defined automated-decision-system data, to be retained for at least four years.
CCPA risk assessments
The final CPPA regulations took effect January 1, 2026. A covered business must assess specified new high-risk processing before it begins, including use of ADMT for a significant decision.
ADOPTED WITH FUTURE COMPLIANCE DATES
AB 1331 workplace bathroom surveillance — January 1, 2027
Chapter 851 restricts employer use of surveillance tools to monitor employees in workplace bathrooms and provides a qualified right to leave tools behind. Specific device and legal-compliance exceptions apply; the law covers more than AI tools.
AB 1883 workplace surveillance limits — January 1, 2027
The signed law prohibits AI-enabled workplace surveillance tools from recognizing or inferring employee emotional state or collecting defined neural data; it is not a general surveillance ban.
SB 951 technology-displacement notices — January 1, 2027
Qualifying Cal/WARN notices must include specified information when a covered event is caused in whole or substantial part by AI or other automated technology.
CCPA ADMT notice and individual rights — January 1, 2027
Article 11's pre-use notice, access, opt-out, and applicable human-appeal provisions begin for covered ADMT used to make significant decisions.
SB 947 automated discipline and termination — July 1, 2027
The law's no-sole-reliance, human-corroboration, postuse-notice, and employee-data-description provisions become operative.
KEY DEVELOPMENTS
7 verified records
California AB 1331 — Workplace Surveillance
AB 1331 prohibits employers from using workplace surveillance tools to monitor employees in workplace bathrooms, subject to specified exceptions, and gives employees a qualified right to leave tools behind when entering a bathroom. Signed September 30, 2026 as Chapter 851, it takes effect January 1, 2027.
Employment Regulations Regarding Automated-Decision Systems
California regulations clarify how the Fair Employment and Housing Act applies when employers and other covered entities use automated-decision systems in employment decisions.
Related coverage: California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require →CCPA Risk Assessment and Automated Decisionmaking Technology Regulations
Final CCPA regulations establish risk-assessment requirements for specified high-risk processing beginning in 2026 and notice, access, opt-out, and appeal provisions for covered ADMT used in significant decisions beginning January 1, 2027.
Related coverage: California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require →California AB 1883 — Workplace Surveillance Tools
AB 1883 prohibits an employer from using an AI-enabled workplace surveillance tool on employees to recognize or infer emotional state or collect defined neural data.
Related coverage: California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require →California SB 951 — Technological Displacement Notice
SB 951 adds technology-displacement information to Cal/WARN notices when a covered workforce action is caused in whole or substantial part by AI or other automated technology.
Related coverage: California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require →California SB 947 — Employment: Automated Decision Systems
SB 947 limits employer reliance on automated decision systems in employee discipline and termination and adds human-corroboration, postuse-notice, and employee-data-description requirements when reliance is primary.
Related coverage: California SB 947: What Does Human Review Actually Require Before AI-Driven Discipline or Termination? →California SB 7 — Employment: Automated Decision Systems
SB 7 proposed notice, access, correction, appeal, and human-oversight requirements for employer use of automated decision systems. The Governor vetoed the bill on October 13, 2025; it did not become law.
Related coverage: California AI Hiring Compliance in 2026: How FEHA and CCPA Automated Decision Rules Fit Together →RECENT REGULATORY TIMELINE
- effectiveADMT Article 11 compliance beginsCalifornia CCPA ADMT Regulations
- verification updateRecord re-verifiedCalifornia SB 947
- verification updateRecord re-verifiedCalifornia AB 1331
- signedAB 1331 signed and chapteredCalifornia AB 1331
- signedGovernor signed AB 1883 with a signing messageCalifornia AB 1883
- verification updateRecord re-verifiedCalifornia AB 1883
- signedGovernor signed SB 951California SB 951
- verification updateRecord re-verifiedCalifornia SB 951
WHAT EMPLOYERS SHOULD WATCH
- Civil Rights Department enforcement or litigation applying FEHA to automated hiring systems
- CPPA implementation of the January 1, 2027 ADMT requirements
- Possible legislative clarification of AB 1883's scope and definitions, as requested in the Governor's signing message; no amendment is assumed
TOPICS COVERED
PRIMARY SOURCES
Information, not legal advice. Bot Labor Law provides general informational content that may not reflect the most current legal developments. Consult qualified counsel regarding specific legal matters.