California Employment Regulations Regarding Automated-Decision Systems

Jurisdiction:

California

enforcing

Effective:

Oct 1, 2025

Authority:

California Civil Rights Council

Official text Verified Jun 30, 2026

Obligations Covered

Bias & Discrimination Prevention Record-Keeping & Documentation

Provisions (2)

Prohibition on Discriminatory Automated Employment Decisions #

Obligation:

Bias Prevention

enforcing

Effective:

Oct 1, 2025

Risk tier:

high-risk

Scope:

employers and other covered entities

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 #

Obligation:

Record Keeping

enforcing

Effective:

Oct 1, 2025

Risk tier:

high-risk

Scope:

employers and other covered entities

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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