California: Automated Decision Systems in the Workplace Bill (SB 947)
CaliforniaLegislationNot in force
California Senate Bill 947 would regulate employer use of automated decision systems in disciplinary and termination decisions. If enacted, employers could not rely solely on an ADS when making those decisions. Where an employer primarily relies on an ADS output, a human must corroborate the decision using relevant information, and the output cannot be used if it cannot be corroborated or is found to be inaccurate, incomplete or misleading. The bill would also prohibit using ADS to violate employment or civil-rights law, infer an employee’s protected status, or predict and take adverse action against someone for exercising legal rights. Affected employees would receive a written post-use notice and could request a meaningful, objective description of their data used by the ADS. The bill would become operative on 1 July 2027 if enacted.
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Key obligations
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Prohibited Uses of Automated Decision Systems
Mandatory Human Oversight and Corroboration for Adverse Decisions
Worker Data Access Rights
Postuse Notice Delivery
Postuse Data Disclosure Content
Prohibition of Retaliation
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This page is regulatory intelligence only. Organizations should seek guidance from legal counsel before making compliance decisions.
Employment-focused extraction
This may be part of wider regulation. The Warden Watch extracts and displays the parts relevant to employment, HR and recruitment decision-making.