California legislation and regulation may affect HR in a number of areas this year, including in artificial intelligence, privacy, and industry-specific regulation. Here are some predictions for the state in 2025.
While a California bill (Assembly Bill 2930) aimed specifically at the use of artificial intelligence in employment did not make the cut in 2024, it will certainly be back this year. The lawmaker who introduced the groundbreaking legislation—which would have required employers to provide notification (and perhaps an accommodation) to workers when AI is used in certain critical ways during hiring or employment—said that she plans to reintroduce the bill in 2025.
Another California bill (Senate Bill 1047), which came close last year to becoming law, would have required developers of high-risk AI models to conduct safety tests and implement shutdown mechanisms to prevent critical harms. While Gov. Gavin Newsom vetoed the bill in September, he said in a veto message that safety protocols must be adopted and that he was committed to finding “the appropriate path forward, including legislation and regulation.”
Either by legislation or regulation, California will join and likely surpass other jurisdictions that have recently enacted their own requirements in the absence of comprehensive federal regulation.
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