AI-enabled interviewing tools have emerged as a common solution for the administrative burdens associated with hiring. These tools improve efficiency, streamline operations, allow you to consider more candidates without expanding your hiring team, keep evaluations consistent across applicants, and make high-volume hiring easier. But their adoption also raises important legal considerations, including potential bias, compliance risks, and data privacy and cybersecurity obligations – all while we face a growing regulatory and litigation landscape targeting the use of these tools. This Insight reviews the most common tools being deployed by employers and their associated risks, and provides a five-step suggested plan for minimizing liability.

Posted in Compliance and Enforcement , Fees and Penalties , Immigration and Customs Enforcement (ICE) , Legislation

by Mary Severance - Public Policy Institute of California

A Year-End Compliance Checklist for California Employers

California Employment Law Update: What Employers Should Expect in 2026

As 2025 comes to a close, many California employers are juggling holiday schedules, performance reviews, and planning for 2026. Just as importantly, now is the time to evaluate whether your workplace practices are keeping up with California’s fast-changing labor and employment laws. A structured year-end compliance review can help you identify and resolve issues before they become costly demands, audits, or litigation.  The following checklist highlights key areas California employers should review now as we enter the new year.

Containing costs, preventing further lawsuit abuse, paying off state’s UI debt make the list