California's governor signed four laws on 30 September that limit how employers use artificial intelligence and surveillance at work [5]. The first, SB 947, says: "An employer shall not rely solely on an ADS when making a disciplinary or termination decision" [1].
An ADS is an automated decision system. From 1 July 2027, when an employer relies mainly on one to discipline or fire someone, a person must check the decision against other evidence, such as supervisors' evaluations or the employee's work [1].
If the output cannot be corroborated, the employer may not use it. Employees can ask for a description of their own data the system used [1].
What it covers
SB 951 changes California's layoff-notice law, which requires 60 days' notice at sites with 75 or more employees. When a layoff is caused "in whole or in substantial part" by AI or other automation, the notice must now say which job functions are being automated [2].
The state's Employment Development Department must publish summaries of those notices, and report to the Legislature on AI's effects on hiring by 1 January 2028 [2].
AB 1883 bars employers from using an AI workplace surveillance tool to, among other things, "collect neural data or recognize an individual's emotional state" [3]. AB 1331 bars monitoring employees in workplace bathrooms [4].
Each law carries a civil penalty of up to $500 per violation, enforced by the Labor Commissioner or public prosecutors [1][3][4]. AB 1883 and AB 1331 also cover public employers [3][4].
What it does not tell you
How many workers or employers are affected. None of the bills estimates it [1][2][3][4].
How strictly they will be enforced. The laws set penalties, but enforcement has not begun; SB 947's rules start in July 2027 [1].
Where the exceptions fall. SB 947 and AB 1883 exempt some uses needed for federal aviation and defence work [1][3].
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