Technology is changing how work gets scheduled, tracked, and evaluated, and many people feel uncertain about it. A 2026 Harris Poll study for INTOO found that 61% of employed Americans are concerned about being laid off, up from 48% in 2019.
California’s new laws set clearer expectations for everyone. Many employers are already reviewing their tools and policies ahead of these deadlines, and knowing what the laws say can make it easier to ask good questions and have productive conversations at work.
Employees are anxious, and that anxiety shapes how they read every policy change. A Harris Poll study for INTOO found that 69% of employees believe "AI layoffs" are just an excuse for cost-cutting. Meanwhile, AI governance is still catching up: Littler's 2026 Employer Survey found that 68% of employers have a formal AI use policy, but only about half have a formal review or approval process for AI tools (55%) or restrictions on what can be entered into them (54%). (Source)
The 2027 laws close many of those gaps. Employers who prepare early protect their teams and build the trust that prevents conflict.
Beginning July 1, 2027, SB 947 (often called the No Robo Bosses Act) says your employer cannot rely solely on an automated system to discipline or terminate you. If a system plays a major role in that kind of decision, a person has to review it and support it with other information, such as manager evaluations or personnel records. You’ll also receive notice after a decision like this is made. The law applies to California employers of every size.
In practice, this could include tools such as attendance point systems that generate write-ups automatically, scheduling software that flags attendance patterns, or camera analytics. If you receive a write-up that seems to have come from a system, it’s reasonable to ask your manager or HR team how it was reviewed. Most employers want these decisions to be accurate too, and the law makes that human review step standard.
Bereavement leave for a designated person. If your employer has five or more employees, you can take up to five days of bereavement leave when someone you consider family passes away, even if they aren’t a relative under the traditional definition. You can name that person when you request the leave, and your employer may limit this to one designated person per 12-month period. Your employer may also ask for documentation of the death within 30 days.
No monitoring in workplace bathrooms. Employers can’t use surveillance tools to monitor employees in workplace bathrooms, and you generally have the right to leave tracking devices behind before you go in. Some limited exceptions apply, such as ID badges or safety devices that don’t record audio or video.
No AI tools that read your emotions. Employers can’t use AI-enabled surveillance tools to predict your emotional state or collect neural data, with a narrow exception for safety tools.
Stronger protection against immigration-related pressure. Employers can’t use conduct related to a person’s perceived immigration status to discourage anyone from exercising their workplace rights. This protection also covers job applicants and former employees.
Stay-or-pay agreements. For most employment agreements signed on or after January 1, 2027, an employer generally can’t require you to repay a bonus, training costs, or other amounts simply because you leave the job. Some exceptions remain, and agreements signed before 2027 are generally not affected. If you’re offered an agreement with a repayment clause, it’s worth reading it carefully and asking HR how it applies to you.
Layoff notices involving automation. Under SB 951, when a covered mass layoff happens because AI or automation replaced positions, the required notice must include more detail about the jobs affected and the technology involved. That gives affected employees a clearer picture of what happened and why.
Each year by February 1, California employers provide a Workplace Know Your Rights notice that summarizes key protections. You can also find plain-language resources, including a short video for workers, on the California Labor Commissioner’s New Labor Laws page.
If you have a question about how one of these changes applies to you, there are several ways to approach it. Some people start with their manager. Others go straight to HR, and your HR team most likely wants to hear from you, especially while everyone is learning the new rules together. Some prefer to talk it through first with a neutral third party. You can see how that kind of employee support works on our site.
Q: Can my employer still use AI tools at work?
A: Yes. The new laws don’t ban AI tools in general. They require human review when automated systems play a major role in discipline or termination, and they limit certain kinds of monitoring. Neutral Ground Partners helps employers and employees understand where those lines fall.
Q: Who counts as a “designated person” for bereavement leave?
A: A designated person is someone you consider family, even without a legal or blood relationship. You can identify them when you request the leave, and your employer may limit you to one designated person in a 12-month period.
Q: Where is Neutral Ground Partners located?
A: Neutral Ground Partners is based in San Diego and primarily supports employers and employees throughout California, but can support clients outside California in most cases.
Q: What if I’m not sure how a new law applies to my job?
A: Your HR team is a good place to start. If you’d like to think it through with someone outside your organization first, reach out to Neutral Ground Partners for a free 30-minute consultation.
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