On September 30, 2026, Governor Gavin Newsom signed Assembly Bill (AB) 1697 into law, revising California’s restrictions on stay-or-pay provisions. Some of the changes at a high level include:
Governor Newsom signed Assembly Bill (AB) 1883, establishing new restrictions on how employers may use surveillance tools in the workplace, particularly those powered by artificial intelligence. A trend may be emerging as other states, such as Maine and Connecticut
Governor Newsom signed Assembly Bill (AB) 1961 and AB 2179 on September 30, 2026. The companion measures amend Section 527.8 of the Code of Civil Procedure to expand when employers may seek workplace violence restraining orders (WVROs) and to modernize
Governor Gavin Newsom has signed Assembly Bill (AB) 1331, which takes effect January 1, 2027, and adds Part 5.8 to the California Labor Code (beginning at Section 1560). The law imposes new limits on workplace surveillance tools, requiring employers
Governor Newsom has signed Senate Bill (SB) 1237, significantly increasing the penalties for employers who repeatedly fail to file California’s required pay data reports.
Under the new law, first-time failures remain subject to penalties of up to $100 per
California has enacted Senate Bill (SB) 951, expanding the information employers must provide when a workforce reduction covered by the California Worker Adjustment and Retraining Notification Act (Cal-WARN) results from artificial intelligence or other automated technology. The new requirements
In 2025, Governor Newsom signed Assembly Bill (AB) 692, which made it unlawful to include in any employment contract or requirement that a worker execute, as a condition of employment, a contract that includes terms that require the worker
Governor Gavin Newsom has signed Senate Bill (SB) 947, adding new requirements to the California Labor Code for employers that use automated decision systems in the workplace for disciplinary and termination decisions. The law takes effect July 1, 2027.
Governor Gavin Newsom has signed Assembly Bill (AB) 2495, expanding California’s protections against retaliation and other workplace conduct involving a person’s perceived immigration status. The new law amends Labor Code section 1019 and will take effect January 1, 2027.
California has passed Assembly Bill (AB) 2054, which expands the definition of “covered active duty” under Section 3302.1 of the Unemployment Insurance Code for purposes of eligibility for Paid Family Leave (PFL) benefits from the state.
Under existing law,
