Signed September 30, 2026, Senate Bill 690 removes the private right of action under CIPA’s pen-register and trap-and-trace provisions and reaches back to claims filed in the prior two years. Other privacy claims remain possible, so website tracking practices still warrant review.
SB 1149 adds a “designated person,” meaning someone related by blood or equivalent to family, to the people whose death qualifies an employee for up to five days of bereavement leave. The change is expected to take effect January 1, 2027.
Governor Newsom has signed AB 1803, which adds an anti-hate speech component to the harassment prevention training that California employers with five or more employees already provide. The requirement begins January 1, 2028, leaving time to update policies and training materials. (41 words)
California has taken another significant step in regulating artificial intelligence with the signing of Senate Bill 813 (SB 813) and Assembly Bill 1405 (AB 1405) on September 9, 2026. Together, the new laws establish a framework for independent third-party evaluation and auditing of artificial intelligence systems. SB 813 establishes a framework for independent verification organizations, while AB 1405 creates a state registry for AI auditors and establishes standards concerning their independence, transparency, and integrity. The legislation adds another component to California’s developing regulatory framework for artificial intelligence and reflects the state’s increasing focus on independent oversight, transparency, and accountability as AI technology becomes more widely used.
California employers may soon face significantly increased liability for certain immigration-related conduct in the workplace. Assembly Bill 2495 (AB 2495) was passed by the California Legislature during the 2026 legislative session and is currently awaiting action by Governor Gavin Newsom. The Legislature adjourned on August 31, and the Governor has until September 30, 2026, to sign or veto bills passed during the session. If enacted, AB 2495 would expand California’s existing restrictions on immigration-related retaliation and coercion by covering conduct related to a person’s perceived immigration status that would reasonably tend to discourage an employee from exercising rights under state, local, or federal law.
California employers are facing a potentially significant new restriction on the use of artificial intelligence in the workplace. Assembly Bill 1883 (AB 1883), authored by Assemblymember Isaac Bryan, has passed the California Legislature and was sent to Governor Gavin Newsom on August 30, 2026. The bill would regulate certain workplace surveillance tools that use artificial intelligence, particularly technology capable of collecting neural data or recognizing or inferring an individual’s emotional state. If signed, the measure would add new requirements and restrictions to California’s already expanding employment and workplace privacy rules.
The Securities and Exchange Commission’s Division of Examinations has identified artificial intelligence and cybersecurity as significant areas of focus in its 2026 Examination Priorities. The Division will review the use of AI technologies, automated investment tools, trading algorithms and other emerging technologies by SEC-registered firms. In particular, examiners will assess whether firms’ representations regarding their AI capabilities are accurate and whether firms have adequate policies and procedures to monitor and supervise their use of AI. The Division specifically identified the use of AI in areas such as fraud prevention and detection, back-office operations, anti-money laundering and trading functions as potential areas of review.
California employers should be paying close attention to retaliation claims, which can arise even when an employee’s underlying complaint does not ultimately result in a legal violation. California law protects employees who raise concerns about wage violations, discrimination, workplace safety, and other protected rights. The California Labor Commissioner continues to identify retaliation as an area where employees can file complaints, making it important for businesses to carefully document employment decisions and how managers respond to employee concerns.
Artificial intelligence is changing how businesses operate, but it is also creating new legal issues. California lawmakers are examining how AI and automation may affect employees, layoffs, privacy, and workplace rights. Governor Gavin Newsom has directed state agencies to study how existing employment laws, including Cal-WARN, may need to change as businesses increasingly use AI and automated technology. Proposed legislation could also create additional requirements for companies when technology contributes to large-scale layoffs.
California employers considering layoffs, business closures, mergers, or operational restructuring must carefully evaluate their obligations under the California Worker Adjustment and Retraining Notification (Cal-WARN) Act. Recent updates and increased enforcement attention have made workforce reductions a higher-risk area for employers. Even when layoffs are necessary for legitimate business reasons, failing to follow proper notice requirements can expose companies to significant financial liability and employment-related disputes.