The signed text does not establish penalty amounts. The enforcement framework, which gives the state labor commissioner and public prosecutors authority to pursue civil penalties, follows the structure of SB 7. Details of how the layoff disclosure rule will be applied in practice are not yet settled. Two state regulators have rules that run alongside these statutes: the Civil Rights Department's automated-decision regulations, in effect since October 1, 2025, and California Privacy Protection Agency rules on automated decision-making technology, with compliance deadlines of January 1, 2027.
Employers need to start compliance work now. Map every AI or automated tool used in discipline, termination, layoffs, or workplace monitoring, and build human review and written notice procedures before July 1, 2027. Review the surveillance restrictions in AB 1883 before January 1, 2027. The layoff disclosure rule in SB 951 ties AI-driven workforce reductions to Cal-WARN notice obligations, so HR and counsel should coordinate the two. The package does not ban these technologies. It requires human oversight, transparency, and accountability in how employers use them.