Illinois Employers Face New Restrictions on Driver's License Requirements in Job Postings Beginning 2027

by Rachel L Grajewski, Amundsen Davis LLC - JD Supra

Illinois employers that require a valid driver's license in job postings may need to revise their hiring practices before January 1, 2027. A recent amendment to the Illinois Job Opportunities for Qualified Applicants Act—known as the “Ban the Box” law—prohibits employers from requiring a driver’s license in a job posting unless certain conditions are met. Employers that continue to include unnecessary driver’s license requirements could face enforcement action and civil penalties.

Read more: https://www.jdsupra.com/legalnews/illinois-employers-face-new-3365072/

San Francisco Employers Face New Restrictions on Out-of-State Criminal History Screening

by Jennifer L. Mora, Pamela Q. Devata - Seyfarth

Seyfarth Synopsis: Employers operating in San Francisco need to comply with significant changes to the City’s Fair Chance Ordinance (FCO), which are already in effect. The Board of Supervisors amended the law to shield applicants and employees from adverse employment consequences tied to certain out-of-state arrests and convictions—and to tighten the procedural requirements employers must follow before taking adverse action based on criminal history. The amendments took effect August 10, 2026. Covered employers that have not yet updated their policies, procedures, and training should do so now, because any noncompliance since that date could give rise to liability.

Read more: https://www.seyfarth.com/news-insights/san-francisco-employers-face-new-restrictions-on-out-of-state-criminal-history-screening.html

Louisiana senator calls for repeal of new health care background check law

by Nolan Mckendry - The Center Square

(The Center Square) — A Louisiana senator called for the repeal of a law backed by state Attorney General Liz Murrill after health care providers raised concerns that new criminal background check requirements are making it harder to hire workers, particularly in rural communities.

Earlier this year, the Legislature changed how criminal background checks are conducted for certain health care workers, including nursing assistants and other employees who provide direct patient care.

Read more: https://www.thecentersquare.com/louisiana/article_e5c242ad-7a91-4c8e-b2d9-b952b89cf80f.html

New California AI Employment Laws: Key Requirements for Employers

by Lindsey Tonsager, Jayne Ponder, Carolyn Rashby, Bryan Ramirez - Covington Inside Privacy

On September 30, California Governor Gavin Newsom signed three laws that will regulate the use of AI in the employment context, starting in the new year. Below, we briefly summarize these developments, which we discuss in greater detail in our prior blog post. These laws join an existing body of California AI employment regulations.

Read more: https://www.insideprivacy.com/state-privacy/new-california-ai-employment-laws-key-requirements-for-employers/

Miya’s Law Could Expand to Georgia Renters

by South Florida Caribbean News

ATLANTA — Georgia Rep. Imani Barnes, D-Tucker, unveiled proposed renter-safety legislation known as Miya’s Law at a Sept. 24 news conference at Liberty Plaza outside the Georgia State Capitol.

The proposal would require landlords to give tenants at least 24 hours’ notice before entering a rental unit for inspections, repairs, improvements, services or property showings. Barnes plans to introduce the bill during Georgia’s 2027 legislative session.

Read more: https://sflcn.com/miya-s-law-could-expand-to-georgia-renters/amp/

Employment Law Update: Are You For Real? An Increase in AI Deepfake Job Candidates and Employees Raises “Red Flags” for U.S. Employers

by Lisa Brauner, Whiteford - JD Supra

Deepfakes have shifted from novelty to real risk for employers. Some identity fraud research indicates that overall deepfake and synthetic identity fraud attempts targeting organizations have surged globally. According to a report by GetReal Security, 41% of IT, cybersecurity, risk and fraud leaders say their company has hired and onboarded a fraudulent candidate.

Read more: https://www.jdsupra.com/legalnews/employment-law-update-are-you-for-real-2259112/

California Privacy Protection Agency warns data brokers of fines for inaccurate registration disclosures

by Orrick, Herrington & Sutcliffe LLP - JD Supra

On September 3, the California Privacy Protection Agency’s (CalPrivacy’s) Enforcement Division issued an enforcement advisory (2026-01) warning data brokers that providing inaccurate information in their annual Delete Act registration triggers a $200 fine for each day the incorrect information appears in the registry. The advisory noted that the Delete Act requires businesses that operated as data brokers in the prior year to register with the agency by January 31 each year, pay a registration fee, and disclose certain information, including the types of personal information collected and whether data was shared with certain categories of recipients such as the federal or state government, foreign actors, law enforcement, or developers of generative AI (GenAI) systems or models. The advisory stressed that the law does not distinguish between unintentional mistakes and intentional misrepresentation, and that the Enforcement Division has already brought multiple enforcement actions over reporting errors.

Read more: https://www.jdsupra.com/legalnews/california-privacy-protection-agency-2378203/

Delaware Significantly Amends Consumer Data Privacy Law

by David Stauss - Stauss

Key point: Less than two years after Delaware’s consumer data privacy law went into effect, Delaware lawmakers have significantly revised the law to update it for changes made by other states while creating new obligations for controllers and third parties.

On September 2, 2026, Delaware Governor Matt Meyer signed HB 380 into law. Effective January 1, 2027, HB 380 significantly revises Delaware’s consumer data privacy law, which went into effect January 1, 2025.

Read more: https://staussfirm.com/2026/09/02/delaware-significantly-amends-consumer-data-privacy-law/

AI Chatbot Compliance: What Your Business Needs to Know

by Maureen E. Fulton, Nathan T. Sheeley - Koley Jessen

At least twelve states have enacted laws regulating consumer-facing AI chatbots, and more are expected to follow. Core obligations generally fall into three categories: AI-identity disclosure, suicide and self-harm prevention protocols, and protections for minors. With a handful of such laws containing a private right of action and the ability to recover statutory damages, businesses that deploy AI chatbots should evaluate their public-facing AI deployment.

Read more: https://www.koleyjessen.com/insights/publications/ai-chatbot-compliance-what-your-business-needs-to-know

Hadestown Casting Reversal Raises Questions for Employers About Social Media Searches and Employment Decisions

by Matthew Windman, McCarter & English, LLP - JD Supra

Employers can learn a great deal about job applicants and employees from social media, but what they can and should do with that information is far less clear. Should employers proactively review publicly available social media accounts before making a hiring decision? Could doing so identify potential issues before an offer is made or publicly announced? Or does routinely searching applicants’ personal online activity create more legal and practical risks than benefits?

Read more: https://www.jdsupra.com/legalnews/hadestown-casting-reversal-raises-3082519/