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California's governor signed SB 947 on 30 September; human-review rules for automated discipline and firing take effect 1 July 2027.

Chapter 859 becomes operative on 1 July 2027; from then, an employer that mainly relies on an automated system must have a human corroborate a discipline or firing decision.

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California Senate Bill 947, authored by Senator Jerry McNerney, was approved by the governor and chaptered as Chapter 859, Statutes of 2026, on 30 September 2026. The law adds Part 5.5.5 to the Labor Code, on automated decision systems in the workplace.

It provides that an employer shall not rely solely on an automated decision system when making a disciplinary or termination decision. If an employer primarily relies on the output of such a system for that decision, it must direct a human to corroborate the decision using the underlying data or other supporting information.

An employer that primarily relied on such a system must give the employee a written notice at the time it tells them of the decision. The employee has the right to request a description of their own data that the system used.

The Labor Commissioner may enforce the law, as may a public prosecutor, and an employer that violates it is subject to a civil penalty of $500 per violation. The law becomes operative on 1 July 2027. The Senate concurred in the Assembly’s amendments on 31 August 2026 by 28 votes to 10.

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Check our sources

2 sources, 9 claims. We opened each source and checked every sentence above against it.

1 SB-947 bill statusCalifornia Legislative Information · 30 Sep 2026 · 2 claims Open the source

  1. California Senate Bill 947, authored by Senator Jerry McNerney, was approved by the governor and chaptered as Chapter 859, Statutes of 2026, on 30 September 2026.

    Lead Authors: McNerney (S) ... 09/30/26 Chaptered by Secretary of State. Chapter 859, Statutes of 2026. 09/30/26 Approved by the Governor.

  2. The Senate concurred in the Assembly’s amendments on 31 August 2026 by 28 votes to 10.

    08/31/26 Assembly amendments concurred in. (Ayes 28. Noes 10.) Ordered to engrossing and enrolling.
2 SB-947 Employment: automated decision systems (chaptered text)California Legislative Information · 30 Sep 2026 · 7 claims Open the source

  1. The law adds Part 5.5.5 to the Labor Code, on automated decision systems in the workplace.

    An act to add Part 5.5.5 (commencing with Section 1520) to Division 2 of the Labor Code, relating to employment. ... PART 5.5.5. Automated Decision Systems in the Workplace

  2. It provides that an employer shall not rely solely on an automated decision system when making a disciplinary or termination decision.

    (b) (1) An employer shall not rely solely on an ADS when making a disciplinary or termination decision.

  3. If an employer primarily relies on the output of such a system for that decision, it must direct a human to corroborate the decision using the underlying data or other supporting information.

    (2) If an employer primarily relies upon an ADS output to make a disciplinary or termination decision, the employer shall direct a human to corroborate the decision using data that was collected or used to produce the ADS output or other relevant corroborating or supporting information.

  4. An employer that primarily relied on such a system must give the employee a written notice at the time it tells them of the decision.

    1524. (a) An employer that primarily relied upon an ADS to make a disciplinary or termination decision shall provide the affected employee with a written postuse notice at the time the employer informs the employee of the decision.

  5. The employee has the right to request a description of their own data that the system used.

    (d) An employee shall have the right to request, and an employer shall provide, a meaningful, objective description of the employee’s own data used by the ADS when an employer has primarily used an ADS to make a disciplinary or termination decision.

  6. The Labor Commissioner may enforce the law, as may a public prosecutor, and an employer that violates it is subject to a civil penalty of $500 per violation.

    (b) This part may also be enforced by a public prosecutor ... (e) An employer who violates this part shall be subject to a civil penalty of five hundred dollars ($500) per violation.

  7. The law becomes operative on 1 July 2027.

    1526.7. This part shall become operative on July 1, 2027.

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