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.
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/
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/
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/
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/
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.
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/
by Kwabena Appenteng, Rod Fliegel, Littler - JD Supra
Effective January 1, 2027, Illinois will limit the discretion covered employers have to insist on a driver’s license1 in job postings.2 HB4758 amends the Illinois Job Opportunities for Qualified Applicants Act—commonly referred as the state’s “Ban the Box law”—to restrict covered employers from stating in a job posting that applicants must have a valid driver’s license unless driving is an essential function of the job and a business necessity.3 If a license is required, the posting must include a brief explanation of why that requirement is necessary. Employers that violate the law are subject to penalties imposed by the Illinois Department of Labor.
Read more: https://www.jdsupra.com/legalnews/illinois-curbs-ability-to-require-5437986/
by Everett McLean II, Brittany Sachs, Heather Sager, Ashurst Perkins Coie - JD Supra
If your business operates in San Francisco, a recent expansion of the city’s Fair Chance Ordinance (FCO) could change how you handle criminal background checks for employment decisions.
San Francisco recently enacted Ordinance No. 128-26, amending the FCO to prohibit employers from considering certain out-of-state criminal convictions and arrests in employment decisions. The amendment takes effect on August 10, 2026.
Read more: https://www.jdsupra.com/legalnews/san-francisco-expands-fair-chance-6004067/
by Rod M. Fliegel and Rachel E. Simons - Littler
On June 4, 2026, California’s First District Court of Appeal held that the state’s law on “standing” requires no “concrete” injury to pursue federal Fair Credit Reporting Act (FCRA) claims in state court. The court’s opinion in Askins v. CRST Expedited reflects stark differences between federal and state standing requirements and deepens the split of authority in the California Courts of Appeal. Standing is not a merits issue but, rather, is a threshold requirement that a lawsuit must meet to proceed in court.
