California’s “No Robo-Bosses” Act (SB 7): The Future of Employment Decision-Making is on Trial

9 2 minutes read

In a digital age where artificial intelligence (AI) influences everything from the ads you see to the jobs you get, California is once again taking the lead with a groundbreaking labor protection bill. The proposed “No Robo-Bosses” Act (SB 7) targets the growing—and often unchecked—use of algorithmic tools in employment decisions.

For professionals across Los Angeles, this legislation signals a pivotal shift in how technology intersects with fairness in the workplace.

Table of Contents

Why SB 7 Matters for Workers and Employers

California’s SB 7 aims to bring transparency, fairness, and accountability to the use of Automated Employment Decision Tools (AEDTs)—AI systems used to screen resumes, conduct video interviews, monitor performance, and even terminate employees.

As a seasoned employment attorney in Los Angeles, Azadian Law Group, PC has seen how flawed or biased algorithms can lead to wrongful terminations, discriminatory hiring practices, and denied opportunities. SB 7 seeks to prevent that by requiring:

Bias audits for all AI decision tools
Employee or applicant notification when AI is used
Opt-out rights or the right to a human review
Data retention and audit trail requirements
State-level regulatory compliance and disclosures

This law ensures that human dignity isn’t lost in automation—and that AI decisions don’t escape legal scrutiny.

AEDTs in the Workplace: A Double-Edged Sword

AEDTs are designed to streamline processes—but they often come at the cost of fairness. AI tools may inadvertently reproduce or amplify human biases, making them a legal risk.

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�� A 2023 Equal Employment Opportunity Commission (EEOC) report emphasized that AI hiring tools can violate federal anti-discrimination laws when not carefully implemented.
Read the EEOC’s guidance

�� A related Brookings Institution study found that algorithmic systems used in hiring are frequently opaque and may systematically exclude marginalized groups.
Explore the Brookings study

Legal Risks for Employers

Companies in Los Angeles and beyond must now assess the tools they use for talent management and HR decisions. Vendors like HireVue or automated productivity trackers may fall within SB 7’s scope.

��‍⚖️ Failure to comply with SB 7 could lead to civil penalties, employee lawsuits, and state enforcement actions—especially as California is historically aggressive in worker protections.
Learn more about the California Legislative Information site for SB 7

Azadian Law Group: Protecting Your Rights in the Age of AI

At Azadian Law Group, PC, we believe technology should empower, not endanger. Whether you’re a job applicant rejected by a mysterious algorithm or an employee fired without human oversight, our legal team is here to fight for justice.

We specialize in wrongful termination, discrimination, and AI-related employment disputes—and we’re fully prepared to handle complex claims involving automated systems.

Final Thoughts: Putting People First

California’s “No Robo-Bosses” Act is more than policy—it’s a call to restore humanity in the workplace. As AI reshapes the workforce, so must the laws that protect it.

If you’ve been affected by algorithm-driven decisions at work or are unsure if your employer is using AI tools legally, don’t wait. Reach out to our award-winning legal team today.

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