Source: CDF Labor Law (blog)

On May 21, 2026 Governor Newsom signed Executive Order N-6-26, effective immediately, directing California agencies and industry partners to compile research and recommendations on artificial intelligence’s effects on the labor market and to identify best practices and early warning signals of labor disruptions. The Labor and Workforce Development Agency (LWDA), GO‑Biz, and the Department of Finance must, within 90 days, review research on AI’s workforce impacts and potential disproportionate effects on demographic groups. Within 180 days LWDA must recommend revisions to the California WARN Act and review safety‑net policies for displaced workers, and by October 15, 2026 LWDA with labor and employer stakeholders must assess how collective bargaining addresses new technologies and report on workforce training programs with the Jobs First Council and other partners.

The Government Operations Agency, consulting with the University of California system, Stanford’s Institute for Human‑Centered Artificial Intelligence, and private sector actors, must propose measures to realign incentives toward AI development that advances the public good, including public‑private partnerships, programs directing AI company revenue to beneficial deployments, and securing dedicated computing access for AI R&D. The Employment Development Department (EDD) must produce an AI playbook to expand dislocated worker strategies and submit bi‑annual summaries of business feedback through December 2027. The post notes there are no immediate obligations for private employers under the Executive Order but flags monitoring for potential WARN Act revisions and other legislative or regulatory changes affecting severance, compensation, job training, insurance, and labor rights. The blog also references related measures: SB 947 (the “No Robo Bosses” Act of 2026) pending in the State Assembly, prior SB 7 vetoed October 2025, CRD regulations effective October 2025 restricting ADS discrimination under FEHA and requiring four years of ADS data retention, and CPPA ADMT regulations approved September 2025 with an employer notice requirement effective January 1, 2027. CDF advises employers to monitor developments and offers ongoing counsel; the blog entry was published May 29, 2026 and authored by Heather L. Caughron.