AB-1898 • 2026

Workplace artificial intelligence tools.

Labor Privacy Technology

Passed Legislature

This bill passed both chambers and reached final enrollment, even if later executive action is not shown here.

Sponsor: Schultz
Last action: 2026-04-09
Official status: Re-referred to Com. on APPR. pursuant to Assembly Rule 96.
Effective date: Not listed

Plain English Breakdown

The official source material does not specify the exact time frame within which employers must provide notice to workers.

Rules for Using AI in the Workplace

This law requires employers to inform workers when artificial intelligence (AI) tools are used for employment-related decisions or surveillance, and it sets rules about how this information is shared.

What This Bill Does

Requires employers to give written notice to workers if an AI tool was used in making employment-related decisions or surveilling the workplace.
Specifies that the employer must provide this notice within a specified time frame.
Lists specific details that the notice must include, such as what job decisions might be affected by the AI tool.
Requires employers to maintain and update a list of all workplace AI tools and their impact on jobs annually.
Allows enforcement by the Labor Commissioner or public prosecutor, and authorizes workers who have suffered damages to file civil actions.

Who It Names or Affects

Employers who use AI in the workplace.
Workers whose employment decisions might be influenced by AI tools.

Terms To Know

Artificial Intelligence (AI) tool: A computer program that can perform tasks usually requiring human intelligence, like decision-making or monitoring activities.
Employment-related decisions: Decisions made by employers about hiring, firing, promotions, and other aspects of employment.

Limits and Unknowns

The bill does not specify the exact time frame for providing notice to workers.
It is unclear how strictly employers will follow these new rules once they are in place.

Bill History

2026-04-09 California Legislative Information
Re-referred to Com. on APPR. pursuant to Assembly Rule 96.
2026-03-25 California Legislative Information
From committee: Do pass and re-refer to Com. on JUD. (Ayes 10. Noes 3.) (March 25). Re-referred to Com. on JUD.
2026-03-23 California Legislative Information
Re-referred to Com. on P. & C.P.
2026-03-20 California Legislative Information
From committee chair, with author's amendments: Amend, and re-refer to Com. on P. & C.P. Read second time and amended.
2026-03-19 California Legislative Information
From committee: Do pass and re-refer to Com. on P. & C.P. (Ayes 7. Noes 0.) (March 18). Re-referred to Com. on P. & C.P.
2026-03-16 California Legislative Information
Re-referred to Com. on L. & E.
2026-03-12 California Legislative Information
From committee chair, with author's amendments: Amend, and re-refer to Com. on L. & E. Read second time and amended.
2026-03-02 California Legislative Information
Referred to Coms. on L. & E., P. & C.P. and JUD.
2026-02-13 California Legislative Information
From printer. May be heard in committee March 15.
2026-02-12 California Legislative Information
Read first time. To print.

Official Summary Text

AB 1898, as amended, Schultz.
Workplace artificial intelligence tools.
Existing law establishes the Division of Labor Standards Enforcement within the Department of Industrial Relations to administer and enforce various laws relating to employment and working conditions.
This bill would require an employer to provide a written notice to
an employee
a worker
that a workplace AI tool, as defined, was used to assist the employer in making employment-related decisions or to surveil
workers in
the workplace. The bill would require the notice to be given to a worker within a specified time and would require the notice to
contain specified information, including the specific employment-related decisions
potentially
likely to be
affected by the use of the workplace AI tool. The bill would require an employer to maintain an updated list of all workplace AI tools currently in use
and their impact on jobs, as specified,
and to provide the list to workers annually. The bill would provide for enforcement by the Labor Commissioner or a public prosecutor, and alternatively would authorize any worker who has suffered damages, or their exclusive representative, to file a civil action for damages caused by the adverse action. The bill would establish remedies and penalties for violations, including a penalty of up to $500
per employee
for each violation.
The bill would include findings that changes proposed by this bill address a matter of statewide
concern rather than a municipal affair and, therefore, apply to all cities, including charter cities.

Current Bill Text

Read the full stored bill text

Download Bill PDF