Privacy
California Deepens Its AI Employment Oversight: New Workforce Tracking Tool Signals the Next Phase of Regulation
California continues to solidify its role as a national leader in regulating “AI” in the employment context. On June 25, 2026, Governor Gavin Newsom announced the launch of the “California AI-Unemployment Tracker,” a first-of-its-kind tool designed to monitor, track, and anticipate AI-related job loss trends in California. A publicly available dashboard developed in partnership between the California Policy Lab and the California Employment Development Department (EDD), the AI Unemployment Tracker seeks to gather evidence to determine how the adoption of generative AI affected workers and the labor market statewide since late 2022. The announcement of the AI-Unemployment Tracker follows two recent actions taken in California to address AI in the employment context. First, Governor Newsom issued a May 2026 executive order directing state agencies, labor experts, economists, universities, and industry leaders to assess AI’s labor market impacts and develop policy responses for affected workers. Second, as we previously discussed, California's Civil Rights Council finalized regulations in June 2025, effective October 1, 2025, that clarified that employers may be liable under the existing Fair Employment and Housing Act (FEHA) framework. Employers using AI-driven hiring, promotion, productivity, or discipline tools are now expected to evaluate those systems for disparate impact, maintain relevant records, and make sure algorithmic outputs do not unlawfully influence employment decisions. The AI-Unemployment Tracker is a further signal that California continues to lead the way in exploring AI in the employment context. Rather than focusing only on discrimination risks, the state seems increasingly concerned with broader labor market disruption, including displacement, retraining needs, and workforce transition planning. Employers should expect continued scrutiny over how AI affects employment decisions and the workforce structure itself. However, scrutiny does not automatically translate to liability under FEHA’s anti-discrimination framework. It is too early to predict if data from the AI-Unemployment Tracker will support a claim under FEHA or similar statutes. Data-wise, the California Policy Lab and EDD’s initial data shows no evidence of rising statewide unemployment claims in AI-exposed occupations, and the data did not show large disproportionate increases by race, ethnicity, gender, or age in the number of high AI-exposure unemployment insurance claimants. Procedurally, California’s Unemployment Insurance Code bars litigants from using unemployment insurance hearing findings as evidence in separate or later actions. For now, these developments reflect California’s evolving regulatory strategy: not only addressing how AI impacts workers when used to make employment decisions, but now also tracking how AI impacts workers’ employment status when used to replace workers’ job functions. As California continues building this regulatory infrastructure, employers should continue building processes and designating personnel to perform impact assessments, perform bias audits, and report any adverse findings from the assessments and audits to relevant internal stakeholders. Dorsey continues to monitor new developments in the AI employment and workplace privacy space. Contact Melonie Jordan or your preferred Dorsey attorney for guidance in this fast-evolving area.
June 29, 2026
by Nisha Verma and Melonie S. Jordan
Privacy
What Does the California Attorney General’s New Investigative CCPA Sweep Mean for California Employers?
On July 14, 2023, the California Attorney General announced an investigative sweep targeting CCPA compliance efforts by “large California employers.” The Attorney General’s Office sent inquiry letters to the large California employers “requesting information on the companies’ compliance with the California Consumer Privacy Act (CCPA) with respect to the personal information of employees and job applicants.” The CCPA did not always cover employee data. The CCPA largely exempted employee data from its framework. Before January 1, 2023, the CCPA only required covered employers to (a) safeguard employee data, and (b) provide a notice to employees, job applicants, owners, directors, officers, medical staff members, and contractors describing the categories of employee data collected and how the employee data is used. However, California voters approved the California Privacy Rights Act (the “CPRA”) on November 3, 2020, which amended the CCPA and eliminated the employee exemption. Effective January 1, 2023, covered employers’ obligations to comply with the CCPA as it relates to employee data expanded significantly. CCPA-covered employers’ employee data privacy obligations now include, among other things, drafting or amending compliant service provider agreements and establishing processes for handling employees’ requests to exercise their rights to access, delete, and opt out of the sale and sharing of employee data. There is some degree of uncertainty as to how California employers can shape their CCPA compliance efforts. The CCPA regulations do not clearly address employee data, and the California Privacy Protection Agency (CPPA) recently acknowledged the lack of clarity in the CCPA regulations at a May 2023 meeting. The CPPA considered revising the CCPA regulations and/or adding exceptions for employee data, given that “the current purposes are not really designed for employee[] [data],” as one CPPA member noted. Several other states exempted employee data from their own comprehensive consumer data privacy laws: Virginia, Colorado, Connecticut are currently in effect, and Utah, Texas, Montana, Iowa, Tennessee, and Indiana have enacted new laws to take effect in the next few years. California remains the only state to extend its data privacy law to employee data. Hopefully, the CPPA’s November 2023 meeting will bring clarity for California employers’ compliance efforts. What does the California Attorney General’s CCPA investigative sweep mean for California employers? The investigative sweep is a reminder that the CCPA’s statutory requirements, including those that apply to employee data, are enforceable, even though the Superior Court of California issued a ruling delaying enforcement of the new CCPA regulations until March 29, 2024. Note: The post California Attorney General Announces New Investigative Sweep Targeting CCPA Compliance for “Large California Employers” first appeared on TheTMCA.com
July 31, 2023
by Melonie S. Jordan
Privacy
EEOC, Other Federal Agencies Set the Pace for Employers Using AI in the Workplace
It is safe to say that the use of artificial intelligence (AI) went mainstream in 2023. With the widening acceptance of AI, dozens of industries have raced to adopt the technology into various operations at a staggering pace – including adopting AI in human resources (HR) processes in the workplace. But, employers and HR departments should keep pace with federal agencies seeking to mitigate risks associated with AI in the workplace. AI in the Workplace AI in the workplace is moving at a fast clip. According to the Equal Employment Opportunity Commission (EEOC), as many as 83% of employers, and as many as up to 99% among Fortune 500 companies, are using some form of AI to screen or rank candidates for hiring. The use of AI in the workplace is not new from an HR perspective. Employers have long been able to use AI to perform certain HR functions in the recruiting process, such as resume screening. But now, employers can use AI for other recruitment functions, such as administering personality and aptitude tests or analyzing video interviews. Once workers are on-boarded, employers can use AI to help with worker safety, protection, management, and productivity through real-time locating systems and other technologies. Federal Agencies’ Guidance With the introduction of AI comes great benefits, several federal agencies seek to cut in on potential consequences by issuing guidance, requesting information, and devising plans for AI in the workplace in the following ways: On January 26, 2022, the federal Occupational Safety and Health Administration (OSHA) issued a trade release announcing an update and expansion of a chapter in the OSHA Technical Manual on Industrial Robot Systems and Industrial Robot System Safety. The update notes that advances in AI boost the abilities and uses of robot systems in industrial applications. The revisions add current “technical information on the hazards associated with industrial and emergent robot applications, safety considerations for employers and workers, and risk assessments and risk reduction measures.” On May 12, 2022, the EEOC issued its guidance on AI “discuss[ing] how existing ADA requirements may apply to the use of [AI] in employment-related decision making and offers promising practices for employers to help with ADA compliance when using AI decision making tools.” The same day, on May 12, 2022, the Department of Justice reported issued guidance that “outlines issues that employers should consider to ensure that the use of software tools in employment does not disadvantage workers or applicants with disabilities in ways that violate the ADA.” On October 31, 2022, the National Labor Relations Board (NLRB) General Counsel issued a memorandum recommending that the NLRB “apply the Act to protect employees, to the greatest extent possible, from intrusive or abusive electronic monitoring and automated management practices that would have a tendency to” interfere with protected concerted activity. On January 10, 2023, the EEOC issued a draft strategic enforcement plan which announced that the agency would focus “on employment decisions, practices, or policies in which covered entities' use of technology contributes to discrimination based on a protected characteristic. These may include, for example, the use of software that incorporates algorithmic decision-making or machine learning, including artificial intelligence; use of automated recruitment, selection, or production and performance management tools; or other existing or emerging technological tools used in employment decisions.” On May 1, 2023, the White House Office of Science and Technology Policy (OSTP) announced that it will be releasing a public request for information (RFI) “to learn more about the automated tools used by employers to surveil, monitor, evaluate, and manage workers.” The OSTP states that responses to the RFI “will be used to inform new policy responses, share relevant research, data, and findings with the public, and amplify best practices among employers, worker organizations, technology vendors, developers, and others in civil society.” On May 18, 2023, the EEOC issued its guidance explaining the application of Title VII to an employer’s use of automated systems, including AI, noting that the scope of the guidance “is limited to the assessment of whether an employer’s ‘selection procedures’—the procedures it uses to make employment decisions such as hiring, promotion, and firing—have a disproportionately large negative effect on a basis that is prohibited by Title VII.” Employers should expect to see more federal guidance on AI as technologies continue to develop. What Employers Can Do to Stay in the AI Race With federal agencies’ guidance in mind and an expectation of more regulation to come, employers should take proactive steps to ensure the use of AI in the workplace keeps pace with developing law. These steps include: Understanding that AI in the workplace is governed by several different laws, including privacy laws, data security laws, and anti-discrimination laws at the state and federal levels. Considering including references to the use of AI in the recruiting, hiring, and employment process in employment policies and notices. Partnering with HR, IT, and legal counsel to ensure that AI practices remain competitive while compliant with local and federal law. For additional information on employer considerations before using AI and automated decision-making systems in the workplace, check out a previous Quirky Questions article on the topic. The idea that AI can create numerous benefits in the workplace seems to be gaining traction. Federal guidance issued in 2022 and 2023 signal that regulation of AI in the workplace will strive to keep up with the strides made in technological advances. Employers and HR can stay ahead of the curve by keeping abreast of, and following, regulations applicable to their company.
May 18, 2023
by Melonie S. Jordan and Jack Sullivan