California has enacted three new laws governing employer use of artificial intelligence and automated tools in layoffs, workplace monitoring, discipline, and termination. These laws are separate from the California Consumer Privacy Act’s automated decisionmaking technology (ADMT) rules and apply more broadly to employers and public entities that are not covered by the CCPA. CCPA covered employers may need to integrate compliance with ADMT and Risk Assessment requirements (for sensitive personal information processing activities and automated decisionmaking technology).
Updates to Cal/WARN and workplace-surveillance requirements take effect January 1, 2027. The rules for automated discipline and termination decisions take effect July 1, 2027. Employers should use the remainder of 2026 to identify covered systems, assign responsibility, and update their processes and notices.
1. Cal/WARN Notices for AI-Related Job Displacement
Effective January 1, 2027, SB 951 adds disclosure requirements to the California Worker Adjustment and Retraining Notification Act (Cal/WARN). Cal/WARN generally requires 60 days’ advance notice of a covered mass layoff, relocation, or termination at a covered establishment. Violations may result in civil penalties of up to $500 per day, in addition to other remedies. If AI or automation causes all or a substantial part of a covered event by replacing or automating positions, the employer must add specified information to the notices to affected employees and the Employment Development Department (EDD).
Continue Reading California Just Expanded Regulation of Workplace AI Beyond CCPA ADMT







