How California SB 947 (No Robo Bosses Act: Automated Decision Systems in the Workplace) applies to hr & hiring organizations and the obligations to plan for.
Employers and HR-tech vendors using AI for screening resumes, scoring candidates, conducting video interviews, or making employment-related consequential decisions.
This law applies to hr hiring organizations to the extent their AI use falls within the law's scope (see the obligations below). Organizations operating in California should treat this law as part of the baseline regulatory obligations alongside any sector-specific federal rules.
From July 1, 2027, do not rely solely on an automated decision system for a disciplinary or termination decision; when primarily relying on ADS output, have a human corroborate the decision with the underlying data or other evidence, and do not use output that cannot be corroborated or is inaccurate, incomplete, or misleading.
Deadline: From July 1, 2027
From July 1, 2027, do not use an automated decision system to prevent compliance with or violate labor, safety, employment, or civil rights law, to infer an employee's protected status, or to predict and take adverse action against a worker for exercising legal rights.
Deadline: From July 1, 2027
Give an employee a plain-language, stand-alone written post-use notice when communicating a disciplinary or termination decision that primarily relied on an ADS, stating that a human corroborated the output, a human contact, the data-description right, and the anti-retaliation protection.
Deadline: At decision from July 1, 2027
On request, give an employee disciplined or terminated primarily through an ADS a meaningful, objective description of the employee's own data the ADS used, anonymizing other individuals' personal information.
Deadline: On employee request from July 1, 2027
This law applies to hr hiring organizations to the extent their AI use falls within the law's scope (see the obligations below). The law should be read with the source-derived obligations listed on this page and any sector-specific federal rules that apply to hr & hiring workflows.
California SB 947 (No Robo Bosses Act: Automated Decision Systems in the Workplace) is scheduled to take effect on July 1, 2027.
California SB 947 (No Robo Bosses Act: Automated Decision Systems in the Workplace) lists deployer as the role coverage for California. The actual duty depends on whether the organization develops, deploys, procures, or uses the covered AI system in the law's scope.
California SB 947 (No Robo Bosses Act: Automated Decision Systems in the Workplace) lists a maximum penalty of $500 in the Atlas record. Penalty exposure depends on the source section, violation type, and factual context.
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