Key Employment AI Laws
| Jurisdiction | Bill # | Effective Date | Key Requirement | Source |
|---|---|---|---|---|
| Illinois | HB2557 | Jan 01, 2020 | Illinois' Public Act 101-0260 (HB 2557) creates the Artificial Intelligence Video Interview Act. Employers that ask appl... | Official text |
| Maryland | HB1202 | Oct 01, 2020 | Maryland's HB 1202 bars employers from using a facial recognition service to create a facial template (the machine-inter... | Official text |
| Illinois | HB0053 | Jan 01, 2022 | Illinois' Public Act 102-0047 (HB 53) adds Section 20 to the Artificial Intelligence Video Interview Act. An employer th... | Official text |
| New York | LOCALLAW144 | Jan 01, 2023 | New York City's Local Law 144 of 2021 bars employers and employment agencies from using an automated employment decision... | Official text |
| California | AB96 | Jan 01, 2024 | California's AB 96 adds Government Code §§ 3125-3130. At least 10 months before beginning a procurement process (a reque... | Official text |
| Illinois | HB4762 | Aug 09, 2024 | Illinois' Public Act 103-0830 (HB 4762), the Digital Voice and Likeness Protection Act, makes a provision in an agreemen... | Official text |
| New York | S07676 | Jan 01, 2025 | New York's S 7676-B adds General Obligations Law § 5-302. A clause in a personal or professional services agreement is v... | Official text |
| New York | S07543 | Jul 01, 2025 | New York's S 7543-B, the LOADinG Act (Chapter 674 of 2024), as signed would have barred state agencies from using automa... | Official text |
| New York | S00822 | Jul 01, 2025 | New York's S 822 (Chapter 96 of 2025) is the chapter amendment to the LOADinG Act (Chapter 674 of 2024). It dropped that... | Official text |
| Arkansas | HB1876 | Aug 05, 2025 | Arkansas Act 927 of 2025 sets who owns what a generative AI tool produces. The person who provides the input owns the ge... | Official text |
Employment AI Compliance FAQ
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What is NYC Local Law 144?NYC Local Law 144 (enforced since July 5, 2023) requires employers and employment agencies in New York City to conduct an independent bias audit before using an automated employment decision tool (AEDT) for hiring or promotion. Employers must publish the audit results on their website and notify candidates at least 10 business days before use. Violations carry fines of $500–$1,500 per violation.
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Which states require AI bias audits for hiring?New York City requires bias audits under Local Law 144. Colorado's SB 24-205 impact-assessment mandate ends January 1, 2027, when its replacement, SB 26-189, takes effect; SB 26-189 requires notices and adverse-outcome explanations rather than audits. Illinois's Artificial Intelligence Video Interview Act (820 ILCS 42) requires notice and consent for AI analysis of video interviews, and employers that rely solely on that analysis to choose who gets an in-person interview must report applicants' race and ethnicity to the state each year (added by P.A. 102-47, effective January 1, 2022). Maryland HB 1202 (2020, Chapter 446) bars employers from using facial recognition during job interviews unless the applicant signs a consent waiver.
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What is the Illinois Artificial Intelligence Video Interview Act?The Illinois Artificial Intelligence Video Interview Act (AIVII, 820 ILCS 42) requires employers using AI to analyze video interviews to: (1) notify applicants that AI will be used, (2) explain how the AI works and what characteristics it evaluates, (3) obtain informed consent before the interview. Employers must also limit sharing of AI-analyzed videos and delete recordings within 30 days of an applicant's request.
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Do AI hiring tools need disclosure?Yes, in multiple jurisdictions. NYC Local Law 144 requires notice to candidates at least 10 business days before an AEDT is used. Illinois AIVII requires pre-interview disclosure and consent for AI video analysis. Colorado SB 26-189 requires deployers to give pre-use notice before using covered automated decision-making technology in employment decisions made on or after January 1, 2027.
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What are the penalties for AI hiring discrimination?Penalties vary by jurisdiction. NYC Local Law 144 carries civil penalties of up to $500 for a first violation and $500–$1,500 for each subsequent violation. Colorado SB 26-189 (from January 1, 2027) is enforced exclusively by the Attorney General under the Colorado Consumer Protection Act, with no private right of action. Under Title VII of the Civil Rights Act, an employment selection procedure that causes an unjustified disparate impact can be unlawful whether or not AI is involved.
Employment AI Compliance Checklist
- Conduct an independent bias audit for any AEDT used in hiring or promotion (NYC Local Law 144)
- Publish bias audit results on your company website (NYC Local Law 144)
- Notify candidates at least 10 business days before using an AEDT (NYC Local Law 144)
- Obtain informed consent before using AI to analyze video interviews (Illinois AIVII (820 ILCS 42))
- Give applicants and employees pre-use notice and an adverse-outcome explanation for automated employment decisions (Colorado SB 26-189 (from Jan 1, 2027))
- Implement human oversight for automated hiring decisions (Colorado SB 26-189 (human review on request), Title VII)
- Do not use facial recognition technology in job interviews without written consent (Maryland HB 1202 (2020))
All Employment AI Bills (214)
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
New York's S 4394-A would add Labor Law Article 20-D (§§ 750-757) for automated employment decision tools, AI systems specifically developed, marketed or modified to be the controlling factor in a decision to hire, promote or terminate. Deployers may not use…
Prohibit Surveillance Price & Wage Setting
Colorado's HB 26-1210 would have banned individualized price and wage setting: using an algorithm that applies statistical modeling, data analytics, AI or similar techniques to surveillance data about a person's characteristics, online behavior or…
Consumer Protection and Labor and Employment - Surveillance-Based Price and Wage Setting - Prohibition
Maryland's HB 148 (2026) would have barred surveillance-based price setting (new Commercial Law section 14-1330) and surveillance-based wage setting (new Labor and Employment section 3-718): using surveillance data with an automated decision system to offer…
Consumer Protection and Labor and Employment - Electronic Shelving Labels and Surveillance-Based Price and Wage Setting - Prohibitions
Maryland's SB 889 (2026, first reader text) would have barred surveillance-based price setting (pricing consumer goods or services based on profiling or processing of consumer or device data), barred food retailers of at least 15,000 square feet from using…
Consumer Protection - High-Risk Artificial Intelligence - Developer and Deployer Requirements
Maryland's SB 936 (2025) would have added Commercial Law sections 14-47A-01 to 14-47A-08 requiring developers and deployers of high-risk AI systems used for consequential decisions to use reasonable care against algorithmic discrimination starting February…
Relating To Artificial Intelligence.
Hawaii's SB 2967 (2026) would have added a part to HRS chapter 480 regulating businesses ('deployers') that use AI systems or automated decision tools with consumers. They would have to disclose AI interactions, give notice and explanation, correction,…
Relating To Artificial Intelligence.
Hawaii's HB 2500 (2026) would have added a chapter on algorithmic decision systems. Developers would have to give deployers risk disclosures; deployers would have to give notice before use and post-decision information (including the 20 most influential…
Use of automated decision systems in employment settings regulated.
Minnesota's HF 4445 would have required employers to give workers written notice before using an automated decision system (ADS) for employment-related decisions, with consent, human review, post-decision notice, appeal and records rules, enforced by the…
Surveillance-based price and wage discrimination prohibition
Minnesota's SF 4233 would have prohibited using an automated decision system to set individualized prices for consumers or wages for workers based on surveillance data about them, with listed exceptions, and required anyone using such a system for prices or…
Mandatory Human Reviews of Insurance Claim Denials
Not law: passed the House but died in the Senate when the session ended. Florida's CS/CS/HB 527 (2026) would have let workers' compensation carriers, insurers and HMOs use AI to help process claims but barred AI from being the sole basis for denying or…
An act relating to automated employment decision making and State employees
Vermont's H.714 (2026) would have added 3 V.S.A. 269 requiring each State agency using an automated employment decision-making tool, software using algorithms, computational models or AI to materially automate or replace human decisions on hiring, wages,…
Public Safety Protections Artificial Intelligence
Not law. Colorado's HB 25-1212, as introduced, would have protected workers at developers that trained a foundation AI model costing at least $100 million in compute. Developers could not prevent or retaliate against workers who disclose information they…
Relating to the regulation and reporting on the use of artificial intelligence systems by certain business entities and state agencies; providing civil penalties.
Texas HB 1709 (2025), as introduced, the Texas Responsible Artificial Intelligence Governance Act, would have set duties for developers, distributors and deployers of high-risk AI systems that are a substantial factor in consequential decisions, with…
Relating to a study on employer and state agency use of automated employment decision tools in assessing an applicant's suitability for a position.
Texas HB 5118 (2025), as reported by the House committee (committee substitute), would have required the Texas Workforce Commission, with help from the Department of Information Resources, to study the use of AI systems and automated employment decision…
Relating to the use of an automated employment decision tool by a state agency to assess a job applicant's fitness for a position.
Texas SB 2473 (2025), as introduced, would have added Government Code Subchapter E to Chapter 656 limiting how state agencies use automated employment decision tools to assess job applicants. An agency could not use a tool unless it notified the applicant…
Relating to the use of an automated employment decision tool by an employer to assess a job applicant's fitness for a position; imposing an administrative penalty.
Texas SB 2991 (2025), as introduced, would have added Labor Code Chapter 95 barring employers from using an automated employment decision tool on an applicant unless they notify the applicant, explain how it is used and what characteristics may be evaluated,…
Ban on employer use of automated decision systems.
Not law. HB 1421 would have barred Indiana employers with 11 or more workers, and state and local government employers, from relying solely on an automated decision system for hiring, firing, pay, scheduling or other job decisions. Using such a system's…
Autonomous vehicles; work group to conduct an assessment of workforce impacts, etc.
Virginia's HB 1124 directs the autonomous-vehicle work group convened by the Secretary of Transportation (with the Secretary of Public Safety and Homeland Security) under Chapter 498 of 2025 to assess the workforce impacts of autonomous vehicles, including…
Enacts the legislative oversight of automated decision-making in government act (LOADinG Act) to regulate the use of automated decision-making systems and artificial intelligence techniques by state agencies.
New York's S 7543-B, the LOADinG Act (Chapter 674 of 2024), as signed would have barred state agencies from using automated decision-making systems for public benefits or decisions affecting rights or safety without meaningful human review, and required…
Employment: automated decision systems.
Vetoed. California's SB 7 would have regulated employers' use of automated decision systems (ADS) such as AI tools in employment decisions. Employers would have had to give workers written notice at least 30 days before deploying an ADS for decisions other…
Artificial intelligence models: large developers.
California's SB 53, the Transparency in Frontier Artificial Intelligence Act, covers developers of frontier models (foundation models trained with more than 10^26 operations). Large frontier developers (over $500 million in prior-year revenue with…
Public employment: local public transit agencies: autonomous transit vehicle technology.
Vetoed. California's AB 2441 (2022) would have required local public transit employers to give the affected workforce's exclusive employee representative written notice at least 12 months before starting any procurement process or plan to acquire or deploy…
LIMIT PREDICTIVE ANALYTICS USE
Illinois' Public Act 103-0804 (HB 3773) amends the Illinois Human Rights Act. It is a civil rights violation for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes in…
VIDEO INTERVIEW ACT
Illinois' Public Act 101-0260 (HB 2557) creates the Artificial Intelligence Video Interview Act. Employers that ask applicants to record video interviews and use AI analysis of them for Illinois-based positions must, before the interview, tell each applicant…
Regulates automated decision-making by government agencies; requires agencies to conduct impact assessments; requires disclosure of automated decision-making tools utilized by governmental agencies.
New York's S 7599-C (Chapter 711 of 2025) added State Technology Law Article 5, under which agencies would have listed automated decision-making tools and done bias-tested impact assessments from December 19, 2026. Chapter 86 of 2026 repealed Article 5,…
Provides for the use of automated employment decision-making tools and artificial intelligence systems by a county, city, town, village, school district, board of cooperative educational services, county vocational education and extension board, district corporation, the state university of New…
New York's S 8831 (Chapter 86 of 2026) is the chapter amendment to Chapter 711 of 2025. It repealed Chapter 711's State Technology Law Article 5 (impact assessments, bias testing and public lists of government automated decision-making tools, set to start…
An Act Establishing A Task Force To Study The Effects Of Artificial Intelligence On The Trades Industry.
Connecticut's HB 5497 (2026), in the committee substitute text (File No. 433), would establish a task force to study the effects of artificial intelligence on the trades industry, including job displacement and the Technical Education and Career System's AI…
Adopt the Artificial Intelligence Consumer Protection Act
Not law. Nebraska LB642, introduced by Senator Bostar, would have enacted the Artificial Intelligence Consumer Protection Act. Developers and deployers of high-risk AI systems that make consequential decisions without human review would have had to use…
AI Workforce PREPARE Act AI Workforce Projections, Research, and Evaluations to Promote AI Readiness and Employment Act
The federal S. 3339 (AI Workforce PREPARE Act) would have the Labor and Commerce departments gather data and forecasts on AI's effect on jobs, including an AI Workforce Research Hub, forecasts for at least 15 AI-sensitive occupations, AI questions in federal…
"Mississippi Human Capital Supplemental Tax Act"; create.
Mississippi's HB 1810 (2026), the Mississippi Human Capital Supplemental Tax Act, would levy an annual tax on employers with 50 or more employees that implement AI systems resulting in 'AI displacement' of workers: $5,000 per displaced position for the first…
California State University: faculty employees.
California's SB 928 (Education Code § 89500.3) requires the instructor of record for a California State University course to be a person who meets the trustees' rules for faculty teaching credit or noncredit instruction, and every CSU faculty employee, from…
ALGORITHMIC IMPACT ASSESSMENTS
Illinois's HB 5322 (103rd General Assembly) would have created the Illinois Commercial Algorithmic Impact Assessments Act. By January 1, 2026, and annually after, deployers and developers of an automated decision tool would have to complete and document an…
EMPLOYMENT-TECH
Illinois's SB 2704 (101st General Assembly) would have amended the Artificial Intelligence Video Interview Act (820 ILCS 42/1) only to make a technical change in the short title Section. It passed the Senate Executive Committee 16-0-0 on February 19, 2020…
EMPLOYMENT-TECH
Illinois's SB 2855 (101st General Assembly) would have made a technical change to Section 1 (short title) of the Artificial Intelligence Video Interview Act (820 ILCS 42/1). Filed February 4, 2020 and referred to the Senate Committee on Assignments; it never…
Creates standards for independent bias auditing of automated employment decision tools.
New Jersey's A3855, as introduced, would bar an employer or employment agency from using an automated employment decision tool (AEDT) if more than one year has passed since its last independent bias audit, require audits by sex, race/ethnicity and…
Workplace surveillance tools.
California's AB 1221 (2025-26 Regular Session) would have regulated workplace surveillance tools and employer use of worker data. Employers would have had to give affected workers 30 days' written notice before introducing a tool, and could not use tools…
Autonomous vehicles.
California's AB 33 (2025-26 Regular Session) would have barred delivering commercial goods through an autonomous vehicle without a human safety operator on California highways, with a $10,000 administrative fine for a first violation and $25,000 for later…
Employment: artificial intelligence.
California's SB 366 (2025-26 Regular Session) would add Government Code section 12815.5 to require the Department of General Services to contract with the UCLA Labor Center for a study of how artificial intelligence affects worker well-being, job quality,…
Artificial Intelligence Workforce Impact Act; established, report.
Virginia's HB 310 (2026 Regular Session) would have created the Artificial Intelligence Workforce Impact Act. As introduced, state agencies would report quarterly to the Department of Human Resource Management on workforce impacts of AI systems; a…
Virginia Human Rights Act; equal credit opportunities, Virginia Fair Housing Law, nondiscrimination.
Virginia's HB 999 (2026 Regular Session) would have made it an unlawful discriminatory practice to use an automated decision system in decisions under the Human Rights Act, equal credit law or Fair Housing Law that results in discrimination. The House…
EMPLOYMENT-TECH
Illinois's SB 456 (104th General Assembly) would make a technical change to Section 1 (short title) of the Artificial Intelligence Video Interview Act (820 ILCS 42/1). The Senate Executive Committee gave it a Do Pass recommendation (11-0-0) on March 19,…
Trade Practices; surveillance based price discrimination and surveillance based wage discrimination; prohibit
Georgia's SB 164 would add Article 37 to Title 10, Chapter 1, prohibiting 'surveillance based price discrimination' and 'surveillance based wage discrimination', meaning use of an automated decision system to set individualized prices or wages based on…
Regarding The Ownership Of Model Training And Content Generated By A Generative Artificial Intelligence Tool.
Arkansas Act 927 of 2025 sets who owns what a generative AI tool produces. The person who provides the input owns the generated content, as long as it doesn't infringe existing copyrights or other intellectual property, and owns a model trained with the tool…
Public employment: local public transit agencies: autonomous transit vehicle technology.
California's AB 96 adds Government Code §§ 3125-3130. At least 10 months before beginning a procurement process (a request for proposals or quotations) to acquire or deploy autonomous transit vehicle technology that would eliminate job functions or jobs, a…
Establishes the New York workforce stabilization act; requires certain businesses to conduct artificial intelligence impact assessments on the application and use of such artificial intelligence and to submit such impact assessments to the department of labor prior to the implementation of the…
New York's S 1854-A, the New York workforce stabilization act, would add Labor Law § 201-j barring employers with more than 100 employees from using AI without a prior impact assessment submitted to the Department of Labor at least 30 days before…
Statewide Study on Automation and Workforce Impact
Vetoed. Florida's SB 936 and its identical House bill, HB 827, would have required the Bureau of Workforce Statistics and Economic Research in the Department of Commerce to study the economic impact of automation, AI and robotics on employment, focusing on…
House Study Committee on Exploring the Potential for Humanoids and Robotics in Georgia Workforce Development; create
Georgia's HR 815 is a House resolution that would create the House Study Committee on Exploring the Potential for Humanoids and Robotics in Georgia Workforce Development, with five House members appointed by the Speaker, to study whether and how humanoids…
Automated Decision-Making Technology
Colorado's SB 26-189 repeals and reenacts the 2024 AI Act as rules for automated decision-making technology (ADMT) that materially influences consequential decisions such as hiring, lending, housing and health care. Developers must document covered ADMT for…
An Act Concerning Broadband Internet, Gaming, Social Media, Online Services and Consumer Contracts
Public Act 25-113 overhauls the Connecticut Data Privacy Act's rules on automated decision-making. From July 1, 2026, consumers can opt out of profiling used for any automated decision with legal or similarly significant effects (housing, insurance, health…
Employment: automated decision systems.
California's SB 947 limits how employers, including public employers and labor contractors, use automated decision systems (ADS) such as AI tools, starting July 1, 2027. Employers may not use an ADS to violate labor or civil-rights laws, infer a protected…
Establishes AI and Labor Market Study Commission to analyze impact of artificial intelligence on labor market.
New Jersey's A4888 would establish an 11-member AI and Labor Market Study Commission in the Department of Labor and Workforce Development to study AI's effect on the workforce and a Job Transition Fund for displaced workers. Introduced October 17, 2024;…
Provides for the registration and duties of model management companies; provides complaint procedures and penalties for violations
The Fashion Workers Act (Labor Law Article 36) includes protections against unauthorized digital replicas, defined as significant computer-generated or AI-enhanced representations of a model's face, body or voice. Model management companies and clients must…
Workplace surveillance tools.
AB 1883 added Part 5.8 (commencing with Section 1580) to Division 2 of the Labor Code. With certain exceptions, it prohibits an employer, including public employers, from using a workplace surveillance tool that uses artificial intelligence to, among other…
Employment: technological displacement: notice.
SB 951 amended Labor Code Sections 1400.5 and 1401 and added Section 1402.7. An employer giving notice of a mass layoff, relocation, or termination caused in whole or in substantial part by an artificial intelligence system or other automated technology…
Establishes the New York workforce stabilization act; requires certain businesses to conduct artificial intelligence impact assessments on the application and use of such artificial intelligence and to submit such impact assessments to the department of labor prior to the implementation of the…
New York's S 9401 (2023-2024), the Workforce Stabilization Act, would have barred employers (in-state businesses with more than 100 employees) from using AI unless they first conducted an impact assessment, repeated at least every two years and submitted to…
Contracts against public policy: personal or professional services: digital replicas.
AB 2602 added Labor Code Section 927. A provision in an agreement for personal or professional services is unenforceable as to new performances, fixed on or after January 1, 2025, by a digital replica of the individual if it allows the replica to be used in…
Excludes a production using artificial intelligence or autonomous vehicles in a manner which results in the displacement of employees whose salaries are qualified expenses from the definition of qualified film for the purposes of the empire state film production credit.
New York's S 6751 would amend Tax Law § 24 so that a production using artificial intelligence or autonomous vehicles in a manner that results in the displacement of employees whose salaries are qualified expenses is not a "qualified film" for the Empire…
Creates standards for independent bias auditing of automated employment decision tools.
New Jersey's A1021 would bar an employer or employment agency from using an automated employment decision tool if more than one year has passed since its most recent independent bias audit. Audits would have to calculate selection or scoring rates and impact…
EMPLOYMENT-TECH
Illinois's HB 496 (104th General Assembly) would make a technical change to Section 1 (short title) of the Artificial Intelligence Video Interview Act (820 ILCS 42/1). The House Executive Committee gave it a Do Pass recommendation (12-0-0) on March 12, 2025,…
Labor and Employment – Automated Employment Decision Tools – Prohibition
Maryland's SB 957 (2024) would have barred employers from using automated employment decision tools to screen applicants or decide terms of employment unless the tool passed a yearly impact assessment finding no high-risk action, and required employers to…
Requesting The Hawaii Civil Rights Commission To Examine The Applicability Of Existing State Anti-discrimination Laws To Algorithmic And Automated Decision Systems.
Hawaii's House Concurrent Resolution 192 (2026) would have requested the Hawaii Civil Rights Commission to examine how existing state anti-discrimination laws apply to algorithmic and automated decision systems, and to report before the 2027 session. The…
Prohibits employers from engaging in discrimination on the basis of a protected class when using artificial intelligence for recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of…
New York's S 9028 would amend the Executive Law (Human Rights Law) to make it an unlawful discriminatory practice for an employer to use artificial intelligence in recruitment, hiring, promotion, discharge, discipline or other employment terms in a way that…
Regulate the use of pricing algorithms
Ohio's HB 665 (as introduced) would amend Ohio's antitrust law (R.C. Chapter 1331) to bar using or distributing a pricing algorithm, including one derived from machine learning or AI, that uses or is trained with nonpublic competitor data, and would presume…
Warehouse employers; required disclosures and recordkeeping, civil penalties.
Virginia's HB 1451 (Labor and Commerce Committee substitute) would require employers of 500 or more employees at warehouse distribution centers to give nonexempt employees written descriptions of each quota, related incentives and potential adverse action,…
Education for Filmmakers Pilot Program.
California's AB 2544 (2025-26 Regular Session), the Education for Filmmakers Pilot Program, would have required the Governor's Office of Business and Economic Development (GO-Biz) to run a pilot program delivering workforce-centered AI literacy instruction…
AN ACT RELATING TO LABOR AND LABOR RELATIONS -- ARTIFICIAL INTELLIGENCE USE AND FAIR EMPLOYMENT PRACTICES
Rhode Island's H 7767 would add a chapter to Title 28 limiting how employers use electronic monitoring and automated decision systems on workers. Employers could monitor only for listed purposes, with written notice, an independent impact assessment, and…
SURVEILLANCE DISCRIMINATION
Illinois's SB 2255 (104th General Assembly) would create the Surveillance-Based Price and Wage Discrimination Act. A person could not use surveillance data as part of an automated decision system to inform the individualized price charged to a consumer or…
SURVEILLANCE-BASED WAGES
Illinois's HB 4987 (104th General Assembly) would create the Surveillance-Based Wage Discrimination Act. A person could not use surveillance data as part of an automated decision system to inform the individualized wage paid to an employee. The bill sets…
Relating To Algorithmic Discrimination.
Hawaii's HB 1607 (2024) would have added an Algorithmic Discrimination chapter. Covered entities (those holding data on more than 25,000 residents, over $15,000,000 in receipts, data brokers, or service providers) could not use algorithmic processes using…
Registered Nurse Use of AI
Illinois's HB 4804 (104th General Assembly) would amend the Nurse Practice Act to set rules for registered nurses' use of AI, including a bar on substituting AI for nursing services, patient notice and confidentiality protections, and discipline for…
DCEO-AI Impact Study
Illinois's SB 2927 (104th General Assembly) would amend the Department of Commerce and Economic Opportunity Law of the Civil Administrative Code so the Department, in consultation with the Department of Labor, must conduct a comprehensive study of strategies…
EMPLOYMENT-TECH
Illinois's SB 971 (104th General Assembly) would make a technical change to Section 1 (short title) of the Artificial Intelligence Video Interview Act (820 ILCS 42/1). The Senate Executive Committee gave it a Do Pass recommendation (11-0-0) on March 19,…
$DCEO-AI WORKFORCE TRANSITION
Illinois's HB 5761 (104th General Assembly) would appropriate $150,000, or so much as may be necessary, from the General Revenue Fund to the Department of Commerce and Economic Opportunity for the expenses of the Commission on Artificial Intelligence and…
Health care services: artificial intelligence.
Vetoed. AB 2575 would have barred California employers from retaliating against workers providing direct patient care based solely on their override of, or reliance on, a clinical decision support system (AI that aids decisions on timing of care, diagnosis…
Relating To Algorithmic Discrimination.
Hawaii's SB 2524 (2024) would have added an Algorithmic Discrimination chapter. Covered entities (those holding data on more than 25,000 residents, over $15,000,000 in receipts, data brokers, or service providers) could not use algorithmic processes using…
Establishes Artificial Intelligence Apprenticeship Program and artificial intelligence apprenticeship tax credit program.
New Jersey's S3871 would create an Artificial Intelligence Apprenticeship Program in the Department of Labor and Workforce Development and a tax credit for AI apprentices. The credit, under the corporation business tax and the gross income tax, would equal…
Establishes Artificial Intelligence Ethics Board in DOLWD.
A 2478 would create a seven-member Artificial Intelligence Ethics Board in New Jersey's Department of Labor and Workforce Development to oversee the sale and use of AI technology, with a focus on bias prevention, privacy, transparency and accountability.…
An Act Requiring A Study Of The Effect Of Artificial Intelligence On The Trades Industry.
Connecticut's HB 5048 (2025) was a one-paragraph proposed bill that would amend the general statutes to require a study of the effect of artificial intelligence on trade workers, including job displacement and the curriculum of the Technical Education and…
Prohibits the use of a wage-fixing algorithm in combination with personal or behavioral data to set or recommend wages or compensation
A 9638 would ban 'surveillance wages' in New York: employers could not use a wage-fixing algorithm, or its output, together with a worker's personal or behavioral data (such as financial, purchasing, browsing, biometric or location data, or profiles drawn…
Requesting The Hawaii Civil Rights Commission To Examine The Applicability Of Existing State Anti-discrimination Laws To Algorithmic And Automated Decision Systems.
Hawaii's Senate Concurrent Resolution 184 (2026) asks the Hawaiʻi Civil Rights Commission to examine how existing state anti-discrimination laws apply to algorithmic and automated decision systems, including AI tools used in employment screening, tenant…
Establishes the New York workforce stabilization act; requires certain businesses to conduct artificial intelligence impact assessments on the application and use of such artificial intelligence and to submit such impact assessments to the department of labor prior to the implementation of the…
New York's A 5429-A (the "New York workforce stabilization act") would add Labor Law § 201-j barring employers (in-state businesses with more than 100 employees) from using AI without an impact assessment, repeated every two years and submitted to the…
Requires employers and employment agencies to notify candidates for employment if machine learning technology is used to make hiring decisions prior to the use of such technology.
New York's A 1952 would add Labor Law § 203-g requiring an employer or employment agency that uses an automated employment decision tool to screen candidates to notify each candidate, no less than ten business days before use, that the tool will be used,…
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment…
New York's A 3779-A (the "boundaries on technology act") would add Labor Law Article 35-A: employers with 100 or more employees could not use an automated employment decision tool without an impact assessment by an impartial party within the prior year and…
Prohibits the use of automated systems to make employment decisions unless there is a meaningful human review of the output of such automated system prior to the final employment decision; requires employers that use an automated system in the hiring process to notify applicants of the use of such…
New York's A 9601 would add Labor Law § 211-b barring an employer from using an automated system (including an automated employment decision tool, algorithm or AI system) to screen resumes or applicants unless there is “meaningful human review” of its output…
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
New York's A 3914 would add Labor Law § 203-g making it unlawful for an employer to use an automated employment decision tool to screen candidates unless a disparate impact analysis is done at least annually, a summary and the tool's distribution date are…
Prohibits algorithmic wage-setting; provides for exceptions; provides for penalties for violation; creates a private right of action.
New York's A 9641 would add Labor Law Article 20-D (§§ 750-755) providing that “no employer shall engage in algorithmic wage-setting,” meaning use of an automated decision system to inform individualized wages based on surveillance data about an employee.…
DIGITAL LIKENESS PROTECTION
Illinois' Public Act 103-0830 (HB 4762), the Digital Voice and Likeness Protection Act, makes a provision in an agreement for personal or professional services unenforceable if it allows a digital replica of the individual's voice or likeness to be created…
Limits the use of automatic data systems in connection with employment; requires an employer shall provide a written notice that an automatic data system is being used; provides remedies.
New York's A 10251 would add Labor Law Article 38, “Automated Decision Systems” (§§ 1075-1081). Employers would have to give workers written notice at least 30 days before first deploying an automated decision system for employment-related decisions (other…
Enacts the "food delivery worker safety and fair algorithms act" to prohibit food delivery platforms from utilizing or deploying any algorithmic management system that requires or incentivizes delivery workers to complete deliveries within a fixed or rigid time window that cannot reasonably be met…
New York's A 10118, the “food delivery worker safety and fair algorithms act,” would add Labor Law Article 21-D (§§ 796 to 796-e) barring food delivery platforms from using an algorithmic management system that requires or incentivizes deliveries within a…
AUTOMATED DECISION TOOLS
Illinois's HB 5116 (103rd General Assembly) would have created the Automated Decision Tools Act. On or before January 1, 2026, and annually after, a deployer of an automated decision tool would have to perform an impact assessment, notify people subject to a…
Cartwright Act: violations.
California's AB 325 amends the Cartwright Act, the state antitrust law. It is unlawful to use or distribute a common pricing algorithm (any methodology, including software, used by two or more persons that uses competitor data to recommend, align, stabilize,…
Requesting The Hawaii Civil Rights Commission To Examine The Applicability Of Existing State Anti-discrimination Laws To Algorithmic And Automated Decision Systems.
Hawaii's Senate Resolution 165 (2026) asks the Hawaiʻi Civil Rights Commission to examine how existing state anti-discrimination laws apply to algorithmic and automated decision systems, including AI tools used in employment screening, tenant selection,…
Urges generative artificial intelligence companies to make voluntary commitments regarding employee whistleblower protections.
New Jersey Assembly Resolution 158 urges generative AI companies to commit to principles that protect employees who raise risk-related concerns: no non-disparagement agreements over such concerns or retaliation through vested economic benefits, a verifiably…
BIPA-SECURITY PURPOSES
Illinois's HB 5635 (103rd General Assembly) would have amended the Biometric Information Privacy Act to waive certain requirements for collecting biometric identifiers or information in circumstances relating to security purposes, exclude information…
Excludes a production using artificial intelligence or autonomous vehicles in a manner which results in the displacement of employees whose salaries are qualified expenses from the definition of qualified film for the purposes of the empire state film production credit.
New York's A 6180 would amend Tax Law § 24(b)(3) so that a production "which uses artificial intelligence or autonomous vehicles" in a manner that displaces employees whose salaries are qualified expenses is not a "qualified film" for the Empire State film…
Excludes a production using artificial intelligence or autonomous vehicles in a manner which results in the displacement of employees whose salaries are qualified expenses from the definition of qualified film for the purposes of the empire state film production credit.
New York's S 7422-B (2023-2024) would have amended Tax Law § 24 so a production is not a "qualified film" for the film production credit if it uses artificial intelligence or autonomous vehicles in a way that displaces employees whose salaries are qualified…
Requires the department of labor to study the long-term impact of artificial intelligence on the state workforce including but not limited to job performance, productivity, training, education requirements, privacy and security; prohibits any state entity from using artificial intelligence in any…
New York's A 4550-A would add Labor Law § 12-a requiring the Department of Labor, with the Department of Civil Service and the Office of Information Technology Services, to begin a study within six months of the effective date on the long-term impact of…
Relates to the development and use of certain artificial intelligence systems
New York's A 8884-A, the "New York AI act," would add Civil Rights Law §§ 105 to 115. Developers and deployers of high-risk AI used in consequential decisions (e.g. jobs, education, housing, health care, finance) would have to take reasonable care to prevent…
Requires state-level public employers that intend to begin any procurement process or plan to acquire or deploy any new application or technology that utilizes an artificial intelligence model or artificial intelligence system to notify any duly recognized and certified employee representative of…
New York's A 11175 would add Civil Service Law § 216 requiring a public employer (the State, local governments, school districts, SUNY, CUNY and others) to notify any duly recognized and certified employee representative at least twelve months before…
Enacts the "New York artificial intelligence consumer protection act", in relation to preventing the use of artificial intelligence algorithms to discriminate against protected classes.
New York's S 1962, the New York artificial intelligence consumer protection act, would add General Business Law Article 45-A (sections 1550 to 1556). From January 1, 2027, developers and deployers of high-risk AI decision systems that make or substantially…
Requires covered employers to provide notice to certain affected employees prior to any technological displacement; requires reporting; requires a workforce transition period; makes related provisions.
New York's S 8589-C, the Automation Displacement Protection Act, would add Labor Law Article 25-D. Employers with 50 or more full-time employees in the state would have to give at least 90 days' written notice before a technological displacement affecting 25…
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment…
New York's S 185-A would add Labor Law Article 37 (sections 1050 to 1057) limiting employer electronic monitoring and automated employment decision tools (AEDTs). Employers could not use an AEDT for an employment decision without an independent impact…
Prohibits algorithmic wage-setting; provides for exceptions; provides for penalties for violation; creates a private right of action.
New York's S 8872 would add Labor Law Article 20-D (§§ 750-755) stating that no employer shall engage in algorithmic wage-setting, meaning using an automated decision system to inform individualized wages based on surveillance data about an employee. An…
Enacts the "food delivery worker safety and fair algorithms act" to prohibit food delivery platforms from utilizing or deploying any algorithmic management system that requires or incentivizes delivery workers to complete deliveries within a fixed or rigid time window that cannot reasonably be met…
New York's S 9089, the food delivery worker safety and fair algorithms act, would add Labor Law Article 21-D (sections 796 to 796-E). Food delivery platforms could not use an algorithmic management system that requires or incentivizes deliveries within a…
Prohibits the use of a wage-fixing algorithm in combination with personal or behavioral data to set or recommend wages or compensation; defines terms; establishes penalties for violations of such prohibition.
New York's S 9132 would add Labor Law § 194-c barring an employer from using a wage-fixing algorithm, or its output, combined with personal or behavioral data to set or recommend wages or compensation, whether the data is collected by the employer or a third…
Directs the department of labor to conduct a study and prepare a report on the effects of artificial intelligence on job losses in the state.
New York's S 9819 would require the Department of Labor, in conjunction with the office of information technology services, to conduct a study and prepare a report on the effects of artificial intelligence on job losses in the state. Within one year of the…
Requires state-level public employers that intend to begin any procurement process or plan to acquire or deploy any new application or technology that utilizes an artificial intelligence model or artificial intelligence system to notify any duly recognized and certified employee representative of…
New York's S 10025 would add Civil Service Law § 216 requiring a public employer to notify any duly recognized and certified employee representative no less than twelve months before starting a procurement process or planning to acquire or deploy AI-based…
Artificial intelligence, consumer protection
South Carolina's S 963 would enact the Consumer Protections in Interactions with Artificial Intelligence Systems Act (Chapter 31 of Title 37). Developers and deployers of high-risk AI systems used in consequential decisions would owe a duty of reasonable…
Labor: fair employment practices; use of electronic monitoring or automated decisions tools by an employer; prohibit except for certain purposes. Creates new act.
Michigan's HB 5579, the 'responsible artificial intelligence security for employees act', would bar employers from using an automated decisions tool to make an employment-related decision, except to screen large volumes of applications or assess job skills.…
A bill for an act relating to automated decision systems used by employers.
Iowa's SF 2414 would create Code chapter 91F requiring employers to give employees advance written notice of automated decision systems used for employment decisions, bar sole reliance on them for discipline, termination or deactivation, and give employees…
A bill for an act relating to the use of artificial intelligence systems and related software by state agencies for employment and other purposes.
Iowa's SSB 3014 would require a state AI-system inventory, require state agencies using automated employment decision-making tools to list them publicly and report annually to the General Assembly, and bar agencies from using AI in ways that cut employee pay…
Requires covered businesses to annually report to the department of labor regarding the impact of artificial intelligence on hiring and the nature of artificial intelligence use
New York's A 9581-B passed both houses in June 2026 but has not been delivered to the Governor, so it is not law. If enacted, each covered business (one doing business in New York that employs more than 50 people or is publicly traded) would have to report…
To ensure accountability and transparency in artificial intelligence systems
Massachusetts H94 would add G.L. Chapter 93M requiring developers and deployers of high-risk AI systems used in consequential decisions (education, employment, lending, housing, health care, insurance, legal and government services) to guard against…
Providing consumer protections for artificial intelligence systems.
Washington's SB 6284 (1st substitute, 2026 session) would have required developers and deployers of high-risk AI systems used to make, or be a substantial factor in, consequential decisions on employment, housing, insurance, health care, education, lending,…
Regulating high-risk artificial intelligence system development, deployment, and use.
Washington's SB 6120 (2026 session), the Senate companion to HB 2157, would have required developers and deployers of high-risk AI systems, those intended to make or be a substantial factor in consequential decisions such as employment, lending, housing,…
Allowing bargaining over matters related to the use of artificial intelligence.
Washington's HB 1622 (engrossed substitute, 2025-26 biennium) would have required employers covered by the public collective bargaining laws in chapters 41.56 and 41.80 RCW to bargain over the decision to adopt artificial intelligence technology, or to…
AI Whistleblower Protection Act
H.R. 3460, the AI Whistleblower Protection Act, would bar employers from retaliating against employees and independent contractors, including former ones, who report AI security vulnerabilities or AI violations to regulators, Congress or supervisors.…
SCH CD-TEACHER EVALUATION-AI
Illinois' Public Act 104-0565 (SB 2909) amends School Code Section 24A-5 on teacher evaluation plans. An evaluator may not use an AI tool to assign a numerical score or qualitative rating for any component of a teacher's evaluation or any evaluation task…
Preventing Algorithmic Collusion Act of 2025
The federal S 232 (Preventing Algorithmic Collusion Act of 2025) would make it unlawful to use or distribute a pricing algorithm that uses or was trained with nonpublic competitor data, with federal civil penalties. It would also require audit reports on…
A bill for an act relating to the ownership of artificial intelligence output and trained artificial intelligence. (Formerly SSB 3013.)
Iowa's SF 2199 (formerly SSB 3013) would create Code chapter 554J making the user who provides input the owner of an AI's output (if it does not infringe a third party's copyrights or other IP), a lawful trainer the owner of the trained AI, and the employer…
Report: labor force impact: artificial intelligence.
California's AB 2545 (2025-26 Regular Session) would create the California Artificial Intelligence Worker Impact Data Assessment Project in the Employment Development Department, with a 14-member advisory panel. The department would assess data sources and…
A bill for an act relating to artificial intelligence, including the use of artificial intelligence to create materials related to elections and protections in interactions with artificial intelligence systems, and making penalties applicable.
Iowa's HSB 294 would require a disclosure on AI-generated election material that advocates for or against a candidate or ballot issue, and would create Code chapter 554I requiring developers and deployers of high-risk AI systems to use reasonable care…
An Act Concerning Artificial Intelligence.
Connecticut's SB 2, as passed by the Senate (File 603 as amended by Senate Amendments A and B, as described in the OLR bill analysis), would require anyone doing business in the state to tell consumers when they interact with an AI system, and deployers of…
Revised for 1st substitute: Allowing bargaining over matters related to certain uses of artificial intelligence.
Washington's SB 5422 (1st substitute, 2025-26 biennium) would have required employers covered by chapters 41.56 and 41.80 RCW to bargain over the decision to adopt artificial intelligence technology, or to modify its current uses, when that affects…
Enacts the "artificial intelligence workforce impact transparency act"; requires that each notice include a statement as to whether the employment losses described are the result, in whole or in part, of the introduction, expansion, or adoption of artificial intelligence (AI) systems, automation…
New York's S 8928, the "artificial intelligence workforce impact transparency act," would amend Labor Law section 860-b (the state WARN act) so each mass layoff, relocation or employment-loss notice must say whether the job losses result, in whole or in…
Stop AI Price Gouging and Wage Fixing Act of 2025
The federal H.R. 4640, the Stop AI Price Gouging and Wage Fixing Act of 2025, would bar a person from surveillance-based price setting (using an automated decision system to set a customized price from surveillance data) and from surveillance-based wage…
A bill for an act modifying the duties of the workforce development board, state board of education, and department of education related to cyber and artificial intelligence. (Formerly HSB 609.)
Iowa's HF 2528 (formerly HSB 609) would direct the workforce development board, state board of education and Department of Education to build cyber and artificial intelligence workforce and education initiatives, including a voluntary school certification…
Certain use of artificial intelligence prohibition provision
Minnesota's SF 4573 (2026), by Sen. Maye Quade, would have amended the Minnesota Human Rights Act (Minn. Stat. § 363A.08) to make it an unfair employment practice for an employer to use artificial intelligence that has the effect of discriminating against an…
Establishes Artificial Intelligence Apprenticeship Program and artificial intelligence apprenticeship tax credit program.
New Jersey's S2860 would establish an Artificial Intelligence Apprenticeship Program in the Department of Labor and Workforce Development, with corporation business tax and gross income tax credits for tax years beginning in 2026. The credit is one-half of a…
Urges generative artificial intelligence companies to make voluntary commitments regarding employee whistleblower protections.
New Jersey's SR52 is a Senate resolution that would urge generative AI companies to make six voluntary commitments protecting employees who raise risk-related concerns. It is a resolution and does not change the law or bind any company. Pre-filed for…
California Unconditional Benefit Program: employment replaced by automation or artificial intelligence: pilot program.
California's AB 3058 (2023-24 Regular Session) would establish, until January 1, 2029, the California Unconditional Benefit Income (CalUBI) Pilot Program in the Employment Development Department, upon appropriation. An eligible person found unemployed…
Regulates use of automated employment decision tools in employment decisions to minimize discrimination in employment.
New Jersey's A2726 would regulate automated employment decision tools. A tool could not be sold, developed, deployed, used or offered in New Jersey unless it had a bias audit in the past year; employers would have to notify candidates at least 10 days before…
Creates "New Jersey Responsible AI Advancement and Workforce Protection Act."
New Jersey's S1840 would create the New Jersey Responsible AI Advancement and Workforce Protection Act, funding worker retraining through an AI Horizon Fund fed by a 5% assessment on AI infrastructure entities' gross AI revenue. It would require…
DIGITAL PROTECT-USE OF REPLICA
Illinois' Public Act 104-0282 (HB 3178) narrows Section 10 of the Digital Voice and Likeness Protection Act, which makes unenforceable a services-contract provision letting a digital replica of a person's voice or likeness replace work they would have done…
Establishes public-private partnerships to develop artificial intelligence job training.
New Jersey's S2942 would let the Commissioner of Labor and Workforce Development contract with private entities in public-private partnerships to develop AI training, providing retraining for displaced workers and advancing the workforce's AI skills. The…
Regulates use of artificial intelligence-enabled video interview in hiring process.
New Jersey's S3263 would require an employer that asks applicants to take a video interview analyzed by AI to give notice, explain how the AI works and obtain written consent beforehand. Applicant videos could be shared only with necessary service providers…
Further providing for definitions; providing for use of automated employment decision tool; and further providing for civil penalties.
Pennsylvania's HB 594 (2025-26) would amend the Pennsylvania Human Relations Act to require an employer or employment agency using an automated employment decision tool to notify and get consent from individuals before the interview and to use only tools…
Requires Commissioner of Labor and Workforce Development to conduct study and issue report on impact of artificial intelligence on growth of State's economy.
New Jersey's A2069 would require the Commissioner of Labor and Workforce Development, in consultation with the New Jersey Commission on Science, Innovation and Technology, to study the impact of AI on the State's economy and report within one year of the…
Urging the Congress of the United States to amend 17 U.S.C. §§ 102 and 107 to protect creative workers against displacement by artificial intelligence technology.
Pennsylvania's HR 81 (2025-26) is a House resolution, so it would not change the law. It would urge Congress to amend 17 U.S.C. 102 and 107 to protect creative workers from displacement by AI, including making only majority human-made work copyrightable and…
Enacts the "Shirley Myers White Right To Reconciliation and Digital Identity Repair Act"; establishes a right for individuals to have outdated, inaccurate, or incomplete public and digital narratives corrected once a legal matter is resolved; requires institutions to provide mechanisms for context…
New York's A 10909, the "Shirley Myers White Right To Reconciliation and Digital Identity Repair Act," would add Executive Law § 296-e giving individuals a right to have outdated, inaccurate or incomplete narratives corrected after a legal matter is…
Protecting consumers in interactions with artificial intelligence systems
Massachusetts's H 97 would add Chapter 93M requiring developers and deployers of high-risk AI systems (those making or substantially influencing decisions on education, employment, finance, government services, health care, housing, insurance or legal…
Regulates the development and use of certain artificial intelligence systems to prevent algorithmic discrimination; requires independent audits of high risk AI systems; provides for enforcement by the attorney general as well as a private right of action.
New York's S 1169-B would regulate high-risk AI systems used in consequential decisions on employment, education, housing, health, finance and legal services. Developers and deployers would have to take reasonable care against algorithmic discrimination,…
Regulate the use of pricing algorithms
Ohio's SB 79 would bar using or distributing a pricing algorithm that uses or was trained with nonpublic competitor data, presume an unlawful agreement in certain cases, and require businesses with $5 million or more in gross receipts to disclose algorithmic…
Enacts the New York Artificial Intelligence Civil Rights Act establishing protections for individual rights with respect to computational algorithms; establishes protections against the use of algorithms involved in consequential decisions, such as those that impact people's rights, civil…
New York's A 9654 (the New York Artificial Intelligence Civil Rights Act) would bar developers and deployers from using covered algorithms in consequential actions (such as employment, housing, credit, health care, insurance, education, criminal justice and…
Establishes the transitional wage insurance program under which the department of labor provides temporary supplemental payments to eligible individuals who accept new employment at a lower wage than their prior employment.
New York's A 10183 would create a transitional wage insurance program run by the Department of Labor, paying temporary supplements to unemployment-insurance claimants who take lower-paid work after losing a job in whole or substantial part to automation or…
Right to Override Act
The federal S. 2997 (Right to Override Act) would require covered entities that employ or engage health care professionals and use AI clinical decision support (AI/CDSS) to adopt an override policy, train staff and run an AI/CDSS committee, and would bar…
AN ACT RELATING TO LABOR AND LABOR RELATIONS -- ARTIFICIAL INTELLIGENCE USE AND FAIR EMPLOYMENT PRACTICES
Rhode Island SB 2499 (2026), as introduced on February 6, 2026, would add a chapter on electronic monitoring and automated decision systems in employment. It would make it unlawful for an employer to use an electronic monitoring tool to collect employee…
Worker data: prohibitions: artificial intelligence.
California's AB 2027 (2025-26 Regular Session) would add Labor Code provisions barring an employer from using a worker's personal information to train an artificial intelligence system to replicate, automate, or replace the worker's job, or from selling or…
SCH CD-TEACHER EVALUATION PLAN
Illinois's SB 1677 (104th General Assembly) would amend Section 24A-5 of the School Code to provide that a teacher evaluation plan shall prohibit an evaluator from using artificial intelligence tools to perform teacher evaluation tasks. Introduced February…
Workplace artificial intelligence tools.
California's AB 1898 (2025-26 Regular Session) would add Labor Code Part 5.9, Artificial Intelligence Transparency at Work. An employer would have to give a worker written notice that a workplace AI tool was used to assist in employment-related decisions or…
An Act Concerning Online Safety
Public Act 26-15 is Connecticut's main AI statute. AI companion operators must disclose that users are talking to AI, run suicide and self-harm protocols and protect minors (from Jan. 1, 2027). Developers and deployers of automated employment-related…
Workforce of the Future Act of 2025
The federal S. 3319 (Workforce of the Future Act of 2025) would require the Secretaries of Labor, Commerce and Education to report jointly on AI's impact on jobs, authorize Education Department grants to expand emerging and advanced technology education…
Artificial Intelligence Civil Rights Act of 2025
The federal S. 3308 (Artificial Intelligence Civil Rights Act of 2025) would bar developers and deployers from offering or using a covered algorithm in a way that causes or contributes to disparate impact or otherwise discriminates based on a protected…
AI-Related Job Impacts Clarity Act
The federal S. 3108 (AI-Related Job Impacts Clarity Act) would require covered entities, meaning publicly traded companies, federal agencies and certain non-publicly-traded companies identified by Labor Department regulations, to disclose to the Secretary of…
Algorithmic Accountability Act of 2025
The federal H.R. 5511 (Algorithmic Accountability Act of 2025) would direct the FTC to issue regulations within 2 years requiring covered entities to assess the impact of covered algorithms before and after deployment and file summary reports. Covered…
Excludes a production using artificial intelligence or autonomous vehicles in a manner which results in the displacement of employees whose salaries are qualified expenses from the definition of qualified film for the purposes of the empire state film production credit.
New York's A 7634-B would have amended Tax Law § 24(b)(3) to exclude from the "qualified film" definition for the Empire State film production credit a production using artificial intelligence or autonomous vehicles in a manner that displaces employees whose…
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of a bias audit within the last year and the results of such audit have been…
New York's A 8328 would have added Labor Law § 203-g restricting employer use of electronic monitoring and automated employment decision tools: bias audits before use and annually, ten business days' notice to employees and candidates, human oversight, a ban…
Labor and Employment - Use of Facial Recognition Services - Prohibition
Maryland's HB 1202 bars employers from using a facial recognition service to create a facial template (the machine-interpretable pattern of facial features extracted from images) during a job applicant's interview unless the applicant consents by signing a…
Regulates use of artificial intelligence enabled video interview in hiring process.
New Jersey's A3911 would require an employer that asks applicants for video interviews and uses AI to analyze them to notify the applicant, explain how the AI works and what characteristics it evaluates, and obtain written consent first. Employers would have…
A bill to establish Federal agency technology and artificial intelligence talent teams to improve competitive service hiring practices, and for other purposes.
The federal S. 3410 (a bill to establish Federal agency technology and AI talent teams to improve competitive service hiring) would let agencies and the OPM Director establish technology and AI talent teams to support hiring, allow experts to develop and…
REGISTERED NURSE USE OF AI
Illinois's SB 3702 would amend the Nurse Practice Act to bar AI systems from providing nursing services in place of a registered professional nurse in direct patient care, require a nurse to get patient consent before AI records or analyzes an encounter, and…
Algorithmic Accountability Act of 2025
The federal S. 2164 (Algorithmic Accountability Act of 2025) would direct the FTC to issue regulations within 2 years requiring covered entities that deploy automated decision systems in critical decisions to assess their impact before and after deployment…
DIGITAL LIKENESS PROTECTION
Illinois's SB 3705 (103rd General Assembly) would have created the Digital Voice and Likeness Protection Act. A provision in a personal or professional services agreement would be unenforceable if it allows a digital replica of the individual's voice or…
Establishes Artificial Intelligence Apprenticeship Program and artificial intelligence apprenticeship tax credit program.
New Jersey's A4935 would establish an Artificial Intelligence Apprenticeship Program in the Department of Labor and Workforce Development, with corporation business tax and gross income tax credits for periods beginning in 2026. The credit is one-half of a…
Establishes public-private partnerships to develop artificial intelligence job training.
New Jersey's A5033 would let the Commissioner of Labor and Workforce Development contract with a private entity that takes on full financial and administrative responsibility for developing AI job training, including retraining for displaced workers and…
VIDEO INTERVIEW DEMOGRAPHIC
Illinois' Public Act 102-0047 (HB 53) adds Section 20 to the Artificial Intelligence Video Interview Act. An employer that relies solely upon an AI analysis of a video interview to decide whether an applicant gets an in-person interview must collect and…
Use of automated decision systems in employment settings regulation
Not law. Minnesota's SF 4689 (1st engrossment) would have added Minn. Stat. 181.9921 to 181.9927 regulating employers' use of automated decision systems in employment. Employers would have owed workers advance and after-decision written notice, access and…
Creates standards for independent bias auditing of automated employment decision tools.
New Jersey's S2964 would bar an employer or employment agency from using an automated employment decision tool (AEDT) if more than one year has passed since its last independent bias audit. Audits would have to compute selection or scoring rates and impact…
Regulates use of artificial intelligence enabled video interview in hiring process.
New Jersey's S3015 would require an employer that asks applicants for video interviews and uses AI to analyze them to notify the applicant, explain how the AI works and what characteristics it evaluates, and obtain written consent first. Employers would have…
Establishes public-private partnerships to develop artificial intelligence job training.
New Jersey's S3984 would let the Commissioner of Labor and Workforce Development contract with a private entity that takes on full financial and administrative responsibility for developing AI job training, including retraining for displaced workers and…
Artificial intelligence: education and workforce development.
California's AB 2487 (2025-26 Regular Session) would have enacted the Artificial Intelligence Education and Workforce Development Act. Upon appropriation, the California Community Colleges would have developed AI-use guidance for districts, supported AI…
Urges generative artificial intelligence companies to make voluntary commitments regarding employee whistleblower protections.
New Jersey's SR121 is a Senate resolution that would urge generative AI companies to make six voluntary commitments protecting employees who raise risk-related concerns. It is a resolution and does not change the law or bind any company. Introduced January…
Surveillance-based price and wage discrimination prohibited.
Not law. Minnesota's HF 4131 would have added Minn. Stat. 325D.141 prohibiting surveillance-based price discrimination and wage discrimination, meaning use of an automated decision system to inform individualized prices or wages from surveillance data about…
Automated Employment Decision Tools (AEDT) Law
New York City's Local Law 144 of 2021 bars employers and employment agencies from using an automated employment decision tool (AEDT) to screen candidates or employees for hiring or promotion in the city unless an independent auditor did a bias audit of it no…
Colorado Artificial Intelligence Act
Colorado's SB 24-205 (the Colorado AI Act) covers high-risk AI that makes, or is a substantial factor in making, consequential decisions such as hiring, lending, housing, insurance and health care. Developers and deployers must use reasonable care against…
Advisory board established to study impacts of commercial autonomous vehicle operations implementation, minimum requirements for operation of commercial autonomous vehicles established, and permit process for commercial autonomous vehicle operations required.
Minnesota's HF 4216 would have barred commercial autonomous vehicle operations until an advisory board's study is complete and the commissioner sets up a permit process, and would have required a permit for any entity to begin such operations. Permitted…
Public employees: notice: artificial intelligence performing service within scope of work.
Vetoed. AB 2656 would have required California public employers to give a recognized employee organization at least 45 days' written notice before taking action to develop, purchase or require the use of generative AI to perform a service within the scope of…
Notice and a transitional employment period required for employees displaced by artificial intelligence, and penalties imposed
Not law. Minnesota's SF 4576 (1st engrossment) would have added Minn. Stat. 181.9937 requiring employers with the equivalent of 50 or more full-time Minnesota employees to give 90 days' written notice before technological displacement by AI or automation…
Labor and Employment - Automated Employment Decision Tools - Prohibition
Maryland's HB 1255 (2024) would have barred employers from using automated employment decision tools to screen applicants or decide terms of employment unless the tool passed a yearly impact assessment finding no high-risk action, and required employers to…
AI Whistleblower Protection Act
The federal S. 1792 (AI Whistleblower Protection Act) would bar employers from retaliating against employees and independent contractors, including former ones, who report an AI security vulnerability or an AI violation. Victims could file with the Secretary…
WARN ACT-AI LAYOFFS
Illinois' SB 3571 would amend the Illinois WARN Act so that an employer reporting the reason for a mass layoff or closing must disclose AI-related job impacts, including how many employees were laid off substantially due to replacement or automation by AI.…
AI Talent Act
The federal H.R. 6573 (AI Talent Act) would let federal agencies and the OPM Director establish technology and AI talent teams to support hiring, allow individuals with expertise in the job field to develop and share technical assessments, and require the…
Human Control of AI Act
Illinois's HB 4980 (104th General Assembly) would create the Meaningful Human Control of Artificial Intelligence Act. Public employers and their contractors could not use or procure automated decision-making systems for specified functions without meaningful…
AI Workforce Training Act
H.R. 7576, the AI Workforce Training Act, would add Internal Revenue Code section 45BB, a general business credit equal to 30 percent of a taxpayer's qualified AI training expenses, capped at $2,500 per trained employee per year, for taxable years beginning…
AN ACT CONCERNING AUTOMATED DECISION SYSTEMS PROTECTIONS FOR EMPLOYEES.
Connecticut's SB 435 (2026) would have set rules for employers that use automated employment-related decision processes. Deployers would have had to give applicants and employees notices, a statement of reasons for adverse decisions with a chance to correct…
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment…
New York's A 9315-B (the "Boundaries on Technology Act") would add Labor Law Article 36 (§§ 1010-1016). An employer with one hundred or more employees could not use an automated employment decision tool unless it had an impact assessment by an impartial…
An act relating to regulating developers and deployers of certain automated decision systems
Vermont's H.340 (2025-2026 biennium) would have regulated developers and deployers of automated decision systems used for consequential decisions in areas such as education, employment, housing, health care, financial services and government services. It…
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
New York's S 5641-A (2023-24 session, Sen. Comrie) would have added Labor Law article 20-D on automated employment decision tools (AI that is the controlling factor in a decision to hire, promote or terminate). Deployers and developers would have had to…
Establishes contract requirements for contracts involving the creation and use of digital replicas.
New York's S 7676-B adds General Obligations Law § 5-302. A clause in a personal or professional services agreement is void as to new performances by digital replication if it lets a digital replica of the person's voice or likeness replace work they would…
Providing for a report on artificial intelligence in the workforce; and imposing duties on the Department of Labor and Industry and Department of Community and Economic Development.
Pennsylvania's SB 293 (2025-26), the Artificial Intelligence Workforce Impact Act (Printer's No. 1269), would require the Secretary of Labor and Industry, in consultation with the Department of Community and Economic Development and the Office of…
LABOR: Provides relative to the use of automated decision systems with respect to employment decisions (OR INCREASE GF EX See Note)
Louisiana's HB 421 would have regulated employers' use of automated decision systems in employment decisions: written notice to workers at least 30 days before first use, bans on facial, gait and emotion recognition, no sole reliance on an automated system…
Fostering artificial intelligence responsibility
Massachusetts H77 would add G.L. Chapter 149B limiting employers' electronic monitoring and use of automated decision systems (independent impact assessments, 10 business days' notice, human oversight, no primary reliance for hiring, discipline or pay), and…
Regulating high-risk artificial intelligence system development, deployment, and use.
Washington's HB 2157 (Substitute House Bill, 2026 session) would have required developers and deployers of high-risk AI systems, those specifically intended to make, or be a substantial factor in making, consequential decisions such as employment, lending,…
Commerce and Trade; private entities that employ certain AI systems to guard against discrimination caused by such systems; provide
Georgia's SB 167 would add a new Chapter 16 to Title 10 regulating automated decision systems used for consequential decisions (education, employment, essential government services, financial or lending services, healthcare, housing, insurance and legal…
State contracts: report: modern foundation models and associated artificial intelligence systems.
California's AB 2653 (2025-26 Regular Session) would add Public Contract Code Chapter 6.5 requiring the Department of Industrial Relations, in consultation with the Department of Technology, to convene a nine-member Foundation Model Labor and Procurement…
Relating To Algorithmic Discrimination.
Hawaii's SB 59 (2025) would have added an Algorithmic Discrimination chapter. Covered entities (those holding data on more than 25,000 residents, over $15,000,000 in receipts, data brokers, or service providers) could not use algorithmic processes using…
Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment…
New York's S 7623-C (2023-2024) would have added Labor Law Article 36, the "Boundaries on Technology Act" (sections 1010 to 1016). Employers with one hundred or more employees could not use an automated employment decision tool unless an impartial party…
Requires Commissioner of Labor and Workforce Development to conduct study and issue report on impact of artificial intelligence on growth of State's economy.
New Jersey's A1781 would require the Commissioner of Labor and Workforce Development, in consultation with the New Jersey Commission on Science, Innovation and Technology, to study the impact of AI-powered technology and automation on the growth of the…
Community colleges: artificial intelligence: pilot program.
California's AB 2504 creates the Future of Creative Industries Pilot Program at up to 10 community colleges to retrain workers in film, TV, music, touring and live events who have been or may be displaced by generative AI, such as sound engineers, voice…
Providing consumer protections for artificial intelligence systems.
Washington's HB 2667 (2026 session), the House companion to SB 6284, would have required deployers of high-risk AI systems used for consequential decisions on education, employment, lending, health care, housing, insurance, legal services and similar matters…
Enacts the "New York artificial intelligence consumer protection act", in relation to preventing the use of artificial intelligence algorithms to discriminate against protected classes.
New York's A 768, the "New York artificial intelligence consumer protection act," would add General Business Law Article 45-A. Beginning January 1, 2027, developers and deployers of high-risk AI decision systems used in consequential decisions (education,…
Artificial Intelligence Data Center Moratorium Act
The federal S 4214 (Artificial Intelligence Data Center Moratorium Act) would bar construction or upgrading of AI data centers from enactment until laws are enacted requiring federal pre-release review of AI products, protecting workers, and setting…
Workforce of the Future Act of 2025
The federal H.R. 6621 (Workforce of the Future Act of 2025) would require the Secretaries of Labor, Commerce and Education to report jointly on AI's impact on jobs, authorize Education Department grants to expand emerging and advanced technology education…
Employment decisions; automated decision systems, civil penalty.
Virginia's HB 1514 (2026 Regular Session) would have regulated automated decision systems used in employment decisions. State agencies using one as a substantial factor would have had to ensure legal compliance, disclose its use, offer an opt-out, test it…
Relates to the disclosure of automated employment decision-making tools; requires the office of information technology services to maintain an artificial intelligence inventory; provides that the use of artificial intelligence systems shall not affect the existing rights of employees pursuant to an…
New York's S 822 (Chapter 96 of 2025) is the chapter amendment to the LOADinG Act (Chapter 674 of 2024). It dropped that act's human-review and impact-assessment rules for state agency automated decision-making. Instead, each state agency using automated…
State government; require state agencies to provide a notice to employees when using artificial intelligence in personnel matters
Georgia's HB 1351 would add Code section 50-1-15 requiring a governmental agency that uses AI, or contracts with a third party to use it, in hiring to state in the job description that AI may be used to evaluate applications. If AI is used to evaluate an…
An act relating to restricting electronic monitoring of employees and the use of employment-related automated decision systems
Vermont's H.262 (2025-2026 biennium) would have limited employers' electronic monitoring of employees and use of automated decision systems (ADS) in employment decisions (new 21 V.S.A. sec. 495q). Employers would have had to give 15 days' notice before…
No Robot Bosses Act
The federal H.R. 6371 (No Robot Bosses Act) would bar employers from relying exclusively on an automated decision system for an employment-related decision, and from using its output unless it was tested before use and at least annually for discrimination,…
Prohibition from using artificial intelligence to dynamically set product prices
Minnesota's SF 3098 (1st engrossment) would add Minn. Stat. 325D.141 prohibiting surveillance-based price discrimination and wage discrimination, meaning individualized prices or wages set with an automated decision system from surveillance data about a…
Requesting The Hawaii Civil Rights Commission To Examine The Applicability Of Existing State Anti-discrimination Laws To Algorithmic And Automated Decision Systems.
Hawaii's House Resolution 182 (2026) asks the Hawaiʻi Civil Rights Commission to examine how existing state anti-discrimination laws apply to algorithmic and automated decision systems, including AI tools used in employment screening, tenant selection,…
Artificial Intelligence Civil Rights Act of 2025
The AI Civil Rights Act would bar companies from developing or using AI-driven 'covered algorithms' in decisions about jobs, education, housing, utilities, health care, credit, insurance, criminal justice, elections, government benefits or public…
AI WORK TRANSITION COMMISSION
Illinois's HB 5760 (104th General Assembly) would create the Commission on Artificial Intelligence and Workforce Transition Act. The Commission would direct State agencies to assess the actual and projected impact of generative and frontier AI systems on…
Artificial Intelligence Systems
Not law. Colorado's HB 25B-1009, introduced in the August 2025 extraordinary session, would have amended the Colorado AI Act (SB 24-205). It would have narrowed 'consequential decision' to employment and public safety decisions, delayed the effective date…
A bill for an act relating to private entity requirements concerning biometric data, and providing civil penalties.
Iowa's SSB 3085 would create Code chapter 554J requiring private entities holding biometric data (such as facial geometry, fingerprints or voice) to have a public retention policy, give written notice before collecting, never sell it, and protect it. The…
AI Regulation in the Employment Industry
State legislatures across the United States are actively developing artificial intelligence regulations that directly affect Employment companies and practitioners. These laws address a wide range of concerns including algorithmic discrimination, automated decision-making, data privacy, consumer transparency, and the use of high-risk AI systems that can materially affect individuals' lives. As of 2026, 28 states have introduced or enacted legislation with direct implications for Employment.
Compliance requirements vary significantly by state, making it essential for Employment legal and compliance teams to track both enacted laws and pending bills. Key obligations may include conducting algorithmic impact assessments, providing consumer disclosures when AI is used in consequential decisions, implementing risk management programs, and ensuring human-in-the-loop oversight for high-stakes outcomes. Penalties for non-compliance can be substantial — see our Penalty Tracker for details by state.
To assess your organization's specific compliance obligations under current and upcoming Employment AI regulations, use our Am I Affected? tool. For upcoming enforcement dates, visit the Deadlines page or the Deadline Calendar. Use the Bill Comparator to analyze differences between state laws side-by-side.