On September 30, 2026, Governor Gavin Newsom signed Senate Bill 947, known as the “No Robo Bosses Act.” Beginning July 1, 2027, California employers will no longer be able to rely solely on artificial intelligence or other automated decision systems to discipline or fire employees. When an employer relies primarily on one of these systems, a human must check the decision against other evidence first, and the employee must be told in writing that software was involved.This is the … [Read more...]
AB 1331: California Bans Electronic Surveillance in Workplace Bathrooms Starting January 1, 2027
On September 30, 2026, Governor Gavin Newsom signed Assembly Bill 1331, which prohibits employers from using electronic surveillance tools to monitor employees in workplace bathrooms. The law takes effect January 1, 2027, and allows for a penalty of up to $500 for each violation. Employers that rely on security cameras, badge systems, or location-tracking devices should review how those tools operate before the law takes effect. What AB 1331 Prohibits Unless a court orders otherwise, an … [Read more...]
California’s New FEHA Regulations Put Employers on the Hook for AI Hiring Bias
In June 2026, a federal judge overseeing the closely watched Mobley v. Workday case signaled that she would allow California discrimination claims against the software company to move forward by largely denying Workday’s motion to dismiss. U.S. District Judge Rita Lin rejected arguments that state anti-discrimination laws should not reach hiring decisions made through an out-of-state platform. The case, which centers on allegations that Workday's AI-powered screening tools disadvantaged … [Read more...]
SB 642 and the Six-Year Back-Pay Lookback: Exponential Pay Equity Exposure for California Employers
In 2022, Google agreed to pay $118 million to settle a class action brought under the California Equal Pay Act on behalf of roughly 15,500 women in 236 job titles. The plaintiffs alleged that women were paid thousands of dollars less per year than men doing substantially similar work, and an economist retained by the plaintiffs estimated the average annual gap at nearly $17,000. That case was litigated under a version of the law that capped how far back most workers could recover and left the … [Read more...]
California’s “Stay-or-Pay” Ban (AB 692): The Death of TRAPs in California
A newly licensed nurse takes her first hospital job and completes a residency program that her employer requires of every entry-level hire. A year later, she finds a better position elsewhere. When she resigns, she learns that she owes her former employer thousands of dollars for the training she was required to take, and the balance is sent to collections or taken out of her final paycheck.That scenario was at the center of a July 2025 enforcement action by the California Attorney General. … [Read more...]
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