Description

The 2027 AI Rulebook for HR & Business: Governance, Communication Risk, and the New Laws You Can't Ignore

Using AI in the workplace now means meeting real legal deadlines, not just managing risk. Strong governance, vendor oversight, and clear communication are your best protection. AI is reshaping HR faster than most policies can keep up, and 2027 is the year regulators catch up. This webinar breaks down the major AI-related employment risks facing organizations today, from data privacy and workplace surveillance to costly discrimination claims, and maps them against the new state laws taking effect in 2027.

You'll learn which notices, opt-outs, explanations, and human-review steps the new rules require, how the federal push to override state AI laws affects your planning, and what to demand from your AI vendors. You'll leave with a practical, step-by-step governance checklist and a 2027 compliance calendar you can put to work on Monday morning.

Areas Covered:-

Attendees will walk away with actionable insights and frameworks to safeguard their organizations, covering:

• The 2027 AI Rulebook: What's changing and when. This covers Colorado's new AI law (SB 26-189, January 1, 2027), California's automated decision-making technology (ADMT) regulations (January 1, 2027), California's No Robo Bosses Act (SB 947, July 1, 2027), Connecticut's AI disclosure and pre-decision notice requirements (October 1, 2027), and the EU AI Act's high-risk employment rules for employers with global operations.
• The AI Risk Landscape: Breaking down the legal liabilities and major categories of AI-related employment risks, including internal policies, vendor liability, data privacy, workplace surveillance, and the federal push to preempt state AI laws, plus what all of it means for multistate employers.
• AI Communications & Transparency: Build (or fix) an internal employee AI usage policy that defines approved tools, prohibited uses, and escalation paths. Learn the new notice, opt-out, and explanation requirements, including pre-use notices for automated decisions and plain-language explanations after adverse AI-assisted decisions. We will also identify documentation and retention requirements tied to AI-assisted employment decisions.
• Algorithmic Fairness & Human Oversight: Unpacking how automated systems can inadvertently trigger discrimination or disparate impact claims, and why "the AI did it" won't get you off the hook. Learn how to assign ownership, guardrails, and accountability for AI-assisted decisions and communications, and how to keep humans in charge of hiring, discipline, and termination as new laws limit relying solely on automated systems.
• AI in Layoffs & Employee Monitoring: New for 2027. Learn what to disclose when AI or automation drives a mass layoff (California SB 951 and Connecticut's WARN Act changes), and where AI-powered monitoring, such as tools that infer employees' emotions, crosses the line under California's new workplace surveillance limits (AB 1883).
• The Vendor Governance Checklist: A clear roadmap to vet third-party AI platforms before signing contracts or deploying them in your workforce. The checklist covers what the tool does, what data it uses, how it was tested for bias, whether it supports required notices and opt-outs, and what documentation and contract terms the vendor provides.
• Your 2027 Compliance Calendar: A practical action plan to inventory your AI tools, update policies and notices, train managers, and get ready before each deadline hits.

By the end of this session, you'll know how to spot the danger zones in daily HR work, from recruiting and performance management to investigations, employee relations, and terminations, and how to recognize when AI-generated content crosses into legal, compliance, or reputational risk. Plus, you'll know which 2027 deadlines apply to your organization and exactly what to do about them.

Why You Should Attend:-

The "wait-and-see" era for workplace AI is officially over. On January 1, 2027, a wave of new rules hits employers: Colorado's rewritten AI law, California's automated decision-making regulations, and new limits on AI-driven layoffs and workplace surveillance.

Next up are California's "No Robo Bosses" Act in July and Connecticut's AI disclosure and notice requirements in October. If your managers, recruiters, or vendors are using AI (and they are, whether you approved it or not), "the algorithm decided" is no longer a defense. This session shows you what changed, what's coming, and exactly what to fix before the deadlines hit.

Who Should Attend:-

This session is specifically designed for professionals navigating the intersection of technology, people management, and risk mitigation:

• Human Resources Leaders & Practitioners (CHROs, VPs, Directors, and Managers
• Small Business Owners & Executives managing their own workforce
• In-House Legal Counsel & Compliance Officers overseeing employment practices
• Talent Acquisition Directors implementing automated screening or sourcing software
• IT, Operations & Data Privacy Leaders who select, manage, or secure AI tools and employee data.