CAL.Regulation
California limits employers' use of automated decision systems in discipline and firing
Governor Gavin Newsom signed SB 947 on September 30, 2026. From July 1, 2027, employers may not rely solely on an automated decision system to discipline or fire a worker; when they primarily rely on one, a human must corroborate the decision and the employer must give the employee written post-use notice. Employers may not use such systems to infer protected status or predict and punish workers for exercising legal rights.
Enrolled text (California Legislative Information) → · Office of Governor Gavin Newsom, Office of Senator Jerry McNerney
Read the long piece on LexRegister
Key points
- SB 947 adds Part 5.5.5, commencing with Labor Code section 1520; its employer duties apply beginning July 1, 2027.California Legislative Information
- Employers may not rely solely on an ADS for disciplinary or termination decisions; a human must corroborate decisions that primarily rely on ADS output.California Legislative Information
- Employers that primarily relied on an ADS to discipline or fire must give written post-use notice and, on request, describe the employee's data used.California Legislative Information
- Employers may not use an ADS to infer protected status under Government Code section 12940 or to predict and punish workers for exercising legal rights.California Legislative Information
- The Labor Commissioner and public prosecutors may enforce the law; violations carry a $500 civil penalty each, and retaliation is prohibited.California Legislative Information
- Newsom signed SB 947 on September 30, 2026, as part of a package of AI and worker-protection bills.Office of Governor Gavin Newsom
Sources5 articles across 3 outlets
California Legislative Information
Office of Governor Gavin Newsom
Office of Senator Jerry McNerney
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