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HR Pulse
What is changing in HR, tech, AI and California law.
Plain-language summaries of recent developments, each with a link to the original source. Updated monthly.
Oracle adds AI agents for workforce planning, recruiting and payroll
At the HR Technology Conference, Oracle announced AI agents inside Fusion Cloud HR for staffing plans, candidate sourcing, compensation and payroll checks. Oracle says the recommendations are routed for human review and approval.
What it means for your business: AI features are arriving inside the HR systems you already pay for, so review settings and approvals before turning them on.
SAP SuccessFactors 2H 2026 release pushes AI assistants
SAP's second-half release adds AI assistants for payroll, HR service, recruiting, onboarding and learning. A workforce planning assistant is listed as coming soon.
What it means for your business: If you are choosing an HRIS, ask vendors which AI features are live today and which are still on the roadmap.
California privacy rules on automated decisions reach the workplace
California Consumer Privacy Act regulations treat employees and contractors as consumers when automated tools make significant job decisions like hiring, pay or termination. Covered businesses need pre-use notices, access rights and risk assessments, with compliance due by January 1, 2027.
What it means for your business: Make a list of any AI or automated tools used in hiring, pay or reviews and check whether the rules cover you.
New Jersey FAIR Act moves forward on workplace AI
A New Jersey Senate committee voted 5 to 0 to advance a bill regulating AI hiring tools and electronic monitoring. It would require independent impact assessments, 60 days' notice to employees and human review of AI-driven decisions.
What it means for your business: Multi-state employers should expect notice and human-review rules for AI tools to keep spreading.
California signs the No Robo Bosses Act (SB 947)
California employers will not be allowed to rely only on an automated decision system to discipline or fire an employee. When a system is the main basis, a person must review and back up the decision with other information. The law takes effect July 1, 2027.
What it means for your business: If you use software to flag performance or attendance problems, plan a human review step before any discipline.
California limits stay-or-pay repayment agreements (AB 692)
For contracts signed on or after January 1, 2026, California employers generally cannot require workers to repay costs like training or sign-on bonuses if they leave, with limited exceptions. Agreements that do not meet the rules are void, and workers can seek damages.
What it means for your business: Review offer letters, relocation and tuition agreements before using repayment terms.
California expands Equal Pay Act claims (SB 642)
Employees now have up to three years to bring an equal pay claim and can recover for up to six years of violations. The Labor Commissioner listed this among the key laws effective in 2026.
What it means for your business: A pay equity review now covers a longer look-back period, so keep clear pay decision records.
Training records join California personnel files (SB 513)
Employees can now inspect education and training records as part of their personnel file. Records must include the provider, dates, duration, skills covered and any certification earned.
What it means for your business: Make sure your HRIS or LMS tracks training details in a format you can produce on request.
HR Pulse is general information, not legal advice. Check the linked source and talk to counsel before acting on a legal change.
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