Solutions at the speed of now

Anyone who’s tried to cancel a gym membership, a digital subscription, or an auto-renewing trial knows the feeling: buried links, print-and-mail forms, long hold times. Some apps simply won’t let go.

It is undeniable that artificial intelligence (AI) is everywhere and having unprecedented rapid effects on business and society.  The law, however, evolves at a slower pace and it takes key decisions by courts and government agencies to help us understand the legal issues around new technologies. 

If your company documents require disputes to be litigated in the Delaware Court of Chancery, you may have to resolve your business divorce without a jury trial, even if California law would otherwise guarantee one. 

California’s Civil Rights Department finalized regulations directly aimed at the impact of artificial intelligence on discriminatory hiring practices. The regulations apply to all employers in California and take effect on Oct. 1, 2025. Employers now face direct liability for algorithmic bias—even from third-party AI tools—and must pay close attention to compliance, data retention, and vendor oversight. Employers that underestimate these rules risk exposure to a new era of discrimination claims.