Three new measures will change how employers use automated employment decisions, handle technology-related layoffs, and monitor employees in 2027.
Artificial intelligence is already part of many workplaces, sometimes in obvious ways and sometimes behind the scenes. California’s latest employment laws make one point clear: employers need to know where automated tools are being used, what those tools are doing, and when human judgment must remain part of the process.
Governor Gavin Newsom signed three measures on September 30, 2026: SB 947, which governs automated disciplinary and termination decisions; SB 951, which adds new Cal/WARN disclosure requirements for technological displacement; and AB 1883, which limits certain AI-powered workplace surveillance. Here’s what employers should know and do now:
SB 947 becomes operative July 1, 2027. It limits how employers may use automated decision systems, or ADS, in disciplinary and termination decisions. An employer may not rely solely on an ADS. If the employer primarily relies on the system, a human must review the proposed decision and corroborate the system’s output. Terms like “primarily relies” and “corroborate” will matter a lot here, so it’s worth deciding up front when a tool’s role is big enough to trigger a review and what a reviewer actually needs to look at.
The law also gives an affected employee access to information about the employee’s own data that the ADS...
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