EveryAILaw.comCalifornia Employment Regulations Regarding Automated-Decision Systems
Obligations Covered
Timeline
| Milestone | Date | Notes |
|---|---|---|
| Proposed | Mar 15, 2024 | Civil Rights Council proposed draft |
| Final text | Jul 18, 2025 | Final regulations adopted |
| Effective | Oct 1, 2025 | In effect |
Related Regulations and Standards
Related instruments are selected from shared compliance obligations and jurisdiction coverage.
Provisions (2)
Prohibition on Discriminatory Automated Employment Decisions #
Requirements
| Requirement | Details |
|---|---|
| Non-discrimination | Employers must not use automated-decision systems that discriminate on the basis of protected characteristics |
| Scope of decisions | Covers recruitment, hiring, promotion, renewal, training, discharge, discipline, tenure, and employment terms |
Penalties
| Violation | Fine |
|---|---|
| Non-compliance | Existing FEHA enforcement mechanisms |
Employment Records Retention for ADS #
Requirements
| Requirement | Details |
|---|---|
| Records retention | Employers must maintain employment records, including automated-decision system data, for a minimum of four years |
| Complaint preservation | After notice or knowledge of a complaint, respondents must preserve relevant records and files, including automated-decision system data, until the complaint and related proceedings are fully resolved |
Penalties
| Violation | Fine |
|---|---|
| Non-compliance | Existing FEHA enforcement mechanisms |
Cite this regulation
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Attribution: EveryAILaw, PAICE.work PBC. “California Employment Regulations Regarding Automated-Decision Systems”, EveryAILaw.com, Jun 30, 2026. https://everyailaw.com/regulation/california-ads-employment-regs/
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