Duane Morris LLP – California State Agencies Ordered to Study the Impact of AI in Employment

Duane Morris LLP – California State Agencies Ordered to Study the Impact of AI in Employment

Duane Morris LLP – California State Agencies Ordered to Study the Impact of AI in Employment

https://www.duanemorris.com/alerts/california_state_agencies_ordered_study_impact_ai_employment_0526.html

Publish Date: 2026-05-28 16:09:00

Source Domain: www.duanemorris.com

  • Executive Order N-6-26: California Governor Gavin Newsom signed the executive order on May 21, 2026, focusing on studying, managing, and mitigating the workforce impacts of artificial intelligence (AI) and other emerging technologies.

  • Future Legislative Impact: The studies and recommendations under the executive order will likely inform future legislation and rulemaking, potentially affecting employer obligations despite not imposing direct mandates currently.

  • Key Components and Timelines:

    • EDD Reporting: Launch a public dashboard by August 19, 2026, to report on AI’s impact on employment, especially in hiring and workforce decisions.
    • Research Studies: Conduct reviews on AI’s labor market impacts and collect data by August 19, 2026, on potential workforce disruptions.
    • Collective Bargaining Review: Assess how collective bargaining incorporates technology adoption, with results expected by October 15, 2026.
    • WARN Act Review: Evaluate and recommend revisions to the California Worker Adjustment and Retraining Notification (WARN) Act by November 17, 2026.
    • Workforce Displacement Study: Review safety net policies for displaced workers by November 17, 2026.
    • Workforce Training: Review and enhance programs to fit growing industries, with an “AI playbook” development.
  • Pending Legislation (SB 951): This bill might require advanced notice for technological displacement and written notice of AI-induced hiring cessation.

  • Implications for Employers: Future changes may include revised WARN notice requirements, scrutiny of AI-related hiring decisions, and evolving expectations around severance and displacement benefits.

  • Best Practices: Employers should document AI-related workforce decisions, conduct adverse impact analyses, and ensure compliance with current laws in their AI tools and vendors.

  • Continued Monitoring: The effects of this executive order and related studies will be closely watched for further updates and implications.