On June 27, 2025, California's Civil Rights Council officially approved significant amendments to the Fair Employment and Housing Act (FEHA). These changes, which become effective on October 1, 2025, create new, specific obligations for employers who use automated-decision systems (ADS) for hiring, promotion, or any other term of employment. The regulations are built around four key pillars: notice, accommodations, record retention, and bias mitigation.
For HR and legal teams, the clock is ticking. The good news? If you're a Disclo customer, your existing workflows are already designed to meet the core requirements of these new rules, particularly those concerning accommodations and record-keeping.
If your company uses an AI tool that measures anything potentially affected by a physical or mental disability, you must adhere to several new mandates. This includes software that analyzes:
For these tools, employers are now required to:
Disclo was built for transparency and human-centric workflows, positioning our customers ahead of the curve for the October 1 deadline. Here’s how our platform aligns with the new mandates:
Use this simple timeline to ensure you are fully prepared by the deadline.
1. Is Disclo considered an ADS under the new FEHA definition? No. Disclo is a workflow and documentation platform. It organizes information and automates communication, but it does not generate automated "accept" or "deny" decisions. Because final determinations are left to people, it falls outside the legal definition of an ADS.
2. Do we need to purchase a new module or add-on for FEHA compliance? No. Your existing Disclo workflows already incorporate the key features needed to align with the accommodation and record-keeping mandates of the new regulations. For customers wanting additional layers of protection, optional features like notice banners and enhanced bias-testing documentation are available.
3. What happens if we close an accommodation case? Do we still need to keep the record for four years? Yes. The four-year retention rule applies regardless of the case outcome. Disclo’s retention schedule defaults to more than four years automatically, so you don't have to worry about manually managing archival timelines.
California’s new AI regulations are not designed to outlaw technology in HR but to enforce accountability. They demand transparency, robust accommodation safeguards, and documented human oversight. Disclo provides these essential guardrails from day one, allowing your team to focus on what truly matters: supporting your people, not drowning in paperwork.
On June 27, 2025, California's Civil Rights Council officially approved significant amendments to the Fair Employment and Housing Act (FEHA). These changes, which become effective on October 1, 2025, create new, specific obligations for employers who use automated-decision systems (ADS) for hiring, promotion, or any other term of employment. The regulations are built around four key pillars: notice, accommodations, record retention, and bias mitigation.
For HR and legal teams, the clock is ticking. The good news? If you're a Disclo customer, your existing workflows are already designed to meet the core requirements of these new rules, particularly those concerning accommodations and record-keeping.
If your company uses an AI tool that measures anything potentially affected by a physical or mental disability, you must adhere to several new mandates. This includes software that analyzes:
For these tools, employers are now required to:
Disclo was built for transparency and human-centric workflows, positioning our customers ahead of the curve for the October 1 deadline. Here’s how our platform aligns with the new mandates:
Use this simple timeline to ensure you are fully prepared by the deadline.
1. Is Disclo considered an ADS under the new FEHA definition? No. Disclo is a workflow and documentation platform. It organizes information and automates communication, but it does not generate automated "accept" or "deny" decisions. Because final determinations are left to people, it falls outside the legal definition of an ADS.
2. Do we need to purchase a new module or add-on for FEHA compliance? No. Your existing Disclo workflows already incorporate the key features needed to align with the accommodation and record-keeping mandates of the new regulations. For customers wanting additional layers of protection, optional features like notice banners and enhanced bias-testing documentation are available.
3. What happens if we close an accommodation case? Do we still need to keep the record for four years? Yes. The four-year retention rule applies regardless of the case outcome. Disclo’s retention schedule defaults to more than four years automatically, so you don't have to worry about manually managing archival timelines.
California’s new AI regulations are not designed to outlaw technology in HR but to enforce accountability. They demand transparency, robust accommodation safeguards, and documented human oversight. Disclo provides these essential guardrails from day one, allowing your team to focus on what truly matters: supporting your people, not drowning in paperwork.
