Invoice Summary Current Status SB 7 Automatic Decision System Disclosure. The bill requires employers to provide written notice that an “automated decision system” (ADS) is being used in the workplace for the purpose of making employment-related decisions. The bill requires employers to notify employees subject to discipline or termination of employment based on their advertising decisions and grant those employees the right to appeal their decisions. Additionally, employers must provide notification to job seekers when advertising is used in the employment process. It was passed by the Senate, pending it in the Congressional Committee. Submitted for the SB 261 Labor Committee Award. The bill requires that the Labour Commissioner’s offices post awards for dissatisfaction with their employers on their website. The bill will impose a penalty equal to three times the award if the award remains dissatisfied after 180 days. It was passed by the Senate, pending it in the Congressional Committee. SB 294 Workplace posters and notifications. The bill requires employers to post a poster for state agencies and then provide an independent written notice to each employee who addresses the misclassification protection of independent contractors, fever, workers compensation, paid sick days, unfair immigration-related practices, right to federal immigration testing, right to the right to organise unions in the workplace, right to exchange interactions in the workplace, and constitutional rights, and constitutional rights. Additionally, the bill requires employers to notify the employee’s emergency contact information if an employee is arrested or detained at work. It was passed by the Senate, pending it in the Congressional Committee. SB 464 Pay Data Report. The bill requires employers to store stock information separately from personnel records, including demographic information related to race, ethnicity, or gender. They will also create civil penalties for employers who cannot submit paid data reports to California’s Civil Rights Office. Starting in May 2027, public employers with more than 100 employees (currently exempt from the requirements) will be required to submit an annual salary data report to the Civil Rights Office. It was passed by the Senate, pending it in the Congressional Committee. SB 642 pay equity. The bill establishes state law for civil cases filed under Section 1197.5 of the California Labor Act three years after the final discriminatory pay law occurred, expanding the lookback period to 10 years for relief. The bill clarifies that it means a “wage measure” for the purposes of employment post disclosure. It was passed by the Senate, pending it in the Congressional Committee. SB 648 chip theft. The law allows the Secretary of Labor to investigate and issue citations or file a civil action on claims made or withheld in violation of California’s labor laws. The law was signed by the governor on July 30, 2025. Right to wear an AB596 mask. The bill prohibits employers from preventing employees from wearing face masks unless wearing face masks is a safety hazard. Employers grant employees the right to request that employees be removed easily in the workplace facial coverings for identification purposes. It was passed in a pending Senate Congress. AB 692 Limitations on reimbursement for training costs and other obligations. The bill prohibits an employment contract from requiring an employee to repay debts, including but not limited to training costs, if the employee is terminated. There are limited exclusions for certain retention bonuses. It was passed in a pending Senate committee meeting. AB 858 Emergency recovery right. The bill expands the Covid-era Restoration Rights Act to cover employees fired due to state or locally declared emergency. The bill covers specific airport and hospitality providers, architectural service providers, hotels, private clubs and event centres. It was passed in a pending Senate committee meeting. AB 1234 Revision procedures for the Labor Commission and strengthening penalties. The bill allows labor commissioners to “impose a admin fee of up to 30%” for the Labor Commission and creates a short deadline for notifications to parties, investigations, hearing dates and award issuance. It was passed in a pending Senate committee meeting. AB 1251 job openings. The bill requires employers to state in a public employment post whether a post is vacant. It was passed in a pending Senate committee meeting. AB 1331 Restrictions on workplace surveillance. The bill limits the use of workplace surveillance devices (such as video, audio, electronic, GPS) including banning surveillance in employee-only areas such as bathrooms and break rooms (with some exceptions for worker safety purposes). The bill requires workplace monitoring tools to be turned off during off duty hours. It also prohibits employers from requiring workers to implant subcutaneous devices to collect or transmit data. He was handed over in the Senate and is in dispute
Parliamentary Committee.
