In a recent article published in the Daily Journal, Thompson Coburn partner Kacey Riccomini examined the growing wave of artificial intelligence regulations enacted by the California Legislature and what they mean for employers. As companies increasingly rely on AI tools for hiring, performance management, and workforce oversight, Kacey explains that these new laws significantly heighten litigation exposure and compliance costs.
In the article, Kacey outlined several key regulatory developments employers need to understand. These include holding employers effectively liable for the actions and outcomes of AI tools they deploy; expanded whistleblower protections for employees of advanced AI developers; new AI-related protections for performers; enhanced employee data privacy requirements; and pending legislation that could further limit how AI monitoring technologies are used in the workplace.
Kacey highlighted that lawmakers are increasingly focused on limiting invasive AI-driven monitoring practices. “There is pending legislation that would restrict or prohibit certain AI tools that surveil workers in workplaces, particularly in private areas, and require disclosures to employees,” she wrote.
She also noted forthcoming whistleblower protections aimed specifically at employees working for advanced AI developers: “Certain employees of advanced AI developers have additional whistleblower rights, effective Jan. 1, 2026, under the Transparency in Frontier Artificial Intelligence Act.”
Read the full article here (registration required).
