Webcast: What Employment Counsel Needs to Know About Using AI in the Workplace
Webcasts | November 4, 2026
Employers increasingly rely on automated tools to source candidates, screen applications, monitor productivity, evaluate performance, and inform decisions about compensation, promotion, discipline, and separation. That shift has drawn the sustained attention of legislatures, regulators, and the plaintiffs’ bar, and it has generated a fast-moving body of law that no employer can afford to track piecemeal.
In this webcast, we provide an overview of the legislative and regulatory landscape as it stands today, with a focus on automated decision-making technology (ADMT) regulations that have taken effect or will take effect in the coming months, as well as efforts to extend existing anti-discrimination laws to reach AI-driven employment decisions. These regimes share a few common requirements, including notice to employees and applicants and non-discrimination obligations, but they diverge in important respects, including scope of coverage, the specific obligations they impose, and enforcement. We provide practical takeaways and guidance on how to navigate this evolving landscape.
MCLE CREDIT INFORMATION:
This program has been approved for credit in accordance with the requirements of the New York State Continuing Legal Education Board for a maximum of 1.0 credit hour, of which 1.0 credit hour may be applied toward the law practice management requirement. This course is approved for transitional/non-transitional credit.
Gibson, Dunn & Crutcher LLP certifies that this activity has been approved for MCLE credit by the State Bar of California in the amount of 1.0 hour in the technology in the practice of law category.
Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. It is the opinion of this provider that this activity qualifies for up to 1 hour toward your annual CLE requirement in Connecticut, including 0 hour(s) of ethics/professionalism.
Application for approval is pending with the Colorado, Texas, Virginia, and Washington State Bars.
PANELISTS:
Frances Waldmann is a partner in Gibson Dunn’s Los Angeles and London offices, Co-Chair of the Robotics Practice Group, and a member of the firm’s Artificial Intelligence practice. She advises global companies on regulatory strategy, enforcement, and complex disputes involving technology and digital transformation, with a particular focus on AI. Drawing on her cross-disciplinary, international perspective and technical fluency, Frances helps leading technology companies, fast-growth start-ups, and multinational businesses navigate novel legal and commercial risks that arise as AI and other emerging technologies reshape global frameworks governing data, content, competition, and online safety. Her practice spans regulatory counseling, product advisory, litigation defense, and enforcement before the FTC, DOJ, state attorneys general, and the European Commission, among other global regulators.
Grace E. Hart is a litigation partner in Gibson Dunn’s New York office and a member of the firm’s Labor and Employment Practice Group. She represents employers in high-stakes employment disputes—including discrimination, retaliation, and whistleblower matters—at both the trial and appellate levels in federal and state courts across the country, as well as before the EEOC and other federal and state agencies. In addition to her litigation practice, Grace regularly advises employers on a broad range of workplace issues, from sensitive personnel decisions to background check compliance and the use of artificial intelligence in employment decisions. She co-leads the firm’s AI in Labor & Employment newsletter.
Jacob U. Arber is a litigation associate in Gibson Dunn’s New York office and a member of the firm’s Labor and Employment and Privacy, Cybersecurity and Data Innovation Practice Groups. He regularly advises clients on privacy and tech-related risks, including compliance with the California Consumer Privacy Act, the Illinois Biometric Information Privacy Act, and other federal and state laws and regulations, and he has counseled clients on proposed legislation related to artificial intelligence. Jacob has particular experience drafting dispositive motions and persuasive submissions to regulators.
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