California is regulating AI in the workplace and trying to remove “Robobos.”
AI is intertwined and intertwined in almost every aspect of the job, from recruiting candidates for work to assess employee performance. But the new bill from California will put on guardrails exactly how much artificial intelligence is permitted in the office than human.
“No Robobos” lawIt is also known as SB 7, Written by California Legislature members Sade Elhawary and Isaac Bryan, it was featured in March and introduced by Senator Jerry McNerny. The bill is approved by organized labor, including the California Union Federation of Labor, an affiliate of AFL-CIO.
Human surveillance is required when it comes to AI’s involvement in promoting, demoting, firing or disciplining workers. It also blocks LLMS from accessing personal information about workers, including immigration agencies, religious beliefs, or healthcare history. It also prohibits the use of AI to predict future workers’ behavior, leading to negative behavior towards them.
“This law will be the first because it places significant restrictions on AI use in the workplace,” says Luana DeMelo, an assistant general counsel and HR consultant at Engage PEO. luck. “This requires businesses to look closely at AI systems, including regular audits, to ensure that these systems are transparent and comply with state regulations.”
California is not the only state in the workplace that has been moving to regulate AI. Over 30 states are actively considering their laws; According to law firm Fisher Phillips. Colorado was like that First state To directly address workplace algorithm identification in 2024. State lawwhich will come into effect in 2026 and address “high-risk” AI systems that play a role or play in key employee decisions. The employer in that state Annual impact assessmenttell employees whether high-risk AI systems are being used, and give workers the opportunity to appeal if AI contributes to a disadvantageous decision against them.
But coming closer to state laws has been debated for a long time. 10 Years of Federal Moratorium Regarding state laws regulating AI. That moratorium version was part of Trump’s “Big, Beautiful Bill.” Photo taken earlier this weekI will acquire and leave it to you.
“The biggest concern is the contradictory direction that California is particularly ongoing with regard to AI regulation,” said Danielle Ochs, an attorney and shareholder at San Francisco-based Ogletree Deakins.
Some lawyers warn that California bills could mean significant costs for businesses. According to Jason Murtag, shareholder and lawyer for San Diego’s Buchanan Ingersol & Rooney, it includes determining whether AI tools are covered by the bill, working with vendors to modify policies, notifying employees, and auditing them to maintain records. He also hopes for an increase in lawsuits from employees and job seekers.
“Many companies are aiming to delay rollouts or eliminate the use of AI and automated systems, at least until a lawsuit over a new bill arises,” he says. luck.
Spencer Hammer, an Irvine-based FBFK Act lawyer and shareholder, believes the burden of litigating these laws will be particularly heavy on small businesses. “Large companies have the resources to at least gain legal compliance,” he says. “But for small employers, they’ll have to frequently find out what they did or didn’t do right through the lawsuit.”
But Angelina Evans, an attorney at the Sayfirth Shaw’s Los Angeles office, says he has been advising clients for years to create an AI governance team that checks to ensure that the data these tools are providing matches what you expect and checks to investigate whether there are any discrepancies. She said the bill appears to be an extension of that idea.
“The purpose of these laws is to truly provide transparency,” Evans says. “And they’re being violated (protecting) people who may have their rights, and they don’t recognize it.”