California lawmakers are taking a closer look at how artificial intelligence should be regulated in the workplace.
In a recent article from Littler, California lawmakers passed several new laws in 2026 addressing how employers use artificial intelligence in the workplace. The measures cover employee monitoring, AI-assisted employment decisions, and layoffs tied to automation.
AB 1883 prohibits employers from using AI-powered surveillance tools to infer employees’ emotional states or collect neural data. Reflecting growing concerns about employee privacy and how far employers should go in using technology to monitor their workforce. California is also putting limits on the role AI can play in employment decisions. SB 947, known as the “No Robo Bosses Act,” prohibits employers from relying solely on automated systems to make disciplinary or termination decisions. Employers must have a human reviewer independently evaluate the proposed action and verify the system’s conclusions. The law also establishes notice requirements and allows employees to request information about the data used by these systems.
Another measure, SB 951, adds notice requirements for certain layoffs caused in substantial part by AI or other automated technologies. Covered employers may need to disclose information about the technology involved and the job classifications affected. California has also addressed AI use outside the workplace, including requirements for attorneys using generative AI and legislation clarifying that businesses cannot avoid civil liability simply because an AI system caused harm.
From the Littler article:
California’s newest AI-related laws reveal a common theme: lawmakers are increasingly concerned about technology that monitors workers, makes decisions about workers, or replaces workers. The result is a collection of laws that will require employers to rethink not only their AI governance strategies, but also their broader approach to workplace surveillance, automated decision-making, and workforce planning.
These developments could offer a preview of issues facing the Maryland General Assembly as lawmakers consider how to address the growing use of AI. Similar proposals could emerge during the 2027 legislative session, potentially raising questions about employee privacy, employer responsibilities, and the appropriate role of automated systems in workplace decisions.
