As of October 1, 2025, California’s Civil Rights Council regulations under FEHA hold employers liable for discrimination arising from the use of automated decision systems (ADS) in hiring. The use of AI or other automated tools does not shield employers from liability; decisions made through such systems are treated as the employer’s own actions. Employers
As California’s 2025 legislative session comes to a close, employers are watching Sacramento with anticipation. Governor Gavin Newsom faces an October 13, 2025 deadline to either sign into law or veto dozens of bills passed by the Legislature. Many of these bills would impose new compliance obligations on California employers, expand employee rights, and create
AI is no longer just a buzzword—it’s actively transforming the workplace. Whether employers are aware of it or not, AI tools are being embedded into daily operations across industries. With California pushing forward with proposed regulations that could take effect as early as July 1, 2025, employers must begin understanding the implications now. Here are
In a first-of-its-kind move, California has finalized groundbreaking regulations that directly address the use of artificial intelligence (AI) and automated decision systems (ADS) in employment. These rules, approved by the California Civil Rights Council in March 2025, signal a clear message: while AI tools can be valuable in recruitment, hiring, and workforce management, they
More than 15 years after the California Supreme Court decided Hernandez v. Hillsides, Inc. (2009) 47 Cal.4th 272, it remains a foundational case on employee privacy rights. While the employer prevailed, the case clarified where the legal boundaries lie—and why employers should tread carefully when it comes to surveillance.
Here are five (plus one)