Workplace surveillance tools.
AB1221 proposes adding Part 5.7 to the Labor Code concerning workplace surveillance tools in California. This analysis is speculative without the full bill text.
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…
This bill mandates disclosure of automated employment decision-making tools and requires an AI inventory by state agencies in New York, with specific security considerations.
EMPLOYMENT-TECH
This bill amends the Artificial Intelligence Video Interview Act, making a technical change to the short title.
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
This bill establishes criteria for using automated employment decision tools and mandates compliance checks to prevent discrimination.
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
This bill establishes criteria for using automated employment decision tools and mandates enforcement for violations, requiring public summaries before tool use.
Regulates use of artificial intelligence enabled video interview in hiring process.
This bill mandates employers to notify applicants about AI use in video interviews, obtain consent, and report demographic data.
Trade Practices; surveillance based price discrimination and surveillance based wage discrimination; prohibit
This bill prohibits surveillance-based price and wage discrimination, with exceptions, and establishes definitions, penalties, and enforcement mechanisms.
State government; require state agencies to provide a notice to employees when using artificial intelligence in personnel matters
GA HB1351 requires state agencies to notify employees and issue a disclaimer about AI use in personnel matters, amending Chapter 1 of Title 50 of the Official Code of Georgia Annotated. The method of delivery for the notice and disclaimer is not specified.
Employment decisions; automated decision systems, civil penalty.
VA HB1514: Employment decisions, including disclosures and complaint processes.
EMPLOYMENT-TECH
This bill makes a technical change to the section concerning the short title of the Artificial Intelligence Video Interview Act.
Employment: automated decision systems.
SB7 addresses the use of automated decision systems in California workplaces, focusing on employer responsibilities and potential regulations.
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…
The bill mandates AI impact assessments for certain businesses and imposes a 2% surcharge on corporations displacing employees with AI.
EMPLOYMENT-TECH
This bill amends the Artificial Intelligence Video Interview Act, making a technical change to the short title.
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
Establishes criteria for using automated employment decision tools and enforcement for violations in New York.
Prohibits algorithmic wage-setting; provides for exceptions; provides for penalties for violation; creates a private right of action.
Prohibits algorithmic wage-setting; details on exceptions, penalties, and private right of action are speculative pending full text review.
Creates standards for independent bias auditing of automated employment decision tools.
Bill A1021 addresses independent bias auditing of automated employment decision tools in New Jersey, but specific details require the full text for accuracy.
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…
NY A09487: Authorizes the use of automated employment decision-making tools and AI systems by various public entities in New York.
LIMIT PREDICTIVE ANALYTICS USE
The bill prohibits employers from using AI in ways that discriminate against protected classes, including using zip codes as a proxy, and mandates employee notification of AI usage.
Creates standards for independent bias auditing of automated employment decision tools.
This bill establishes standards for independent bias auditing of automated employment decision tools used in hiring processes.
VIDEO INTERVIEW DEMOGRAPHIC
Employers using AI for video interviews must report demographic data to assess racial bias by December 31 each year.
LIMIT PREDICTIVE ANALYTICS USE
HB1811 amends the Illinois Human Rights Act, not preventing predictive analytics for diverse hiring, and prohibits using race or zip code as risk factors in credit decisions.
Creates standards for independent bias auditing of automated employment decision tools.
This bill establishes standards for independent bias auditing of automated employment decision tools to ensure fairness in hiring practices.
Notice and a transitional employment period required for employees displaced by artificial intelligence, and penalties imposed
This bill mandates notice and a transitional employment period for employees displaced by AI, with penalties for non-compliance to be confirmed.
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.
This bill mandates employers to inform job candidates if machine learning tools are used in hiring decisions, including data usage details.
SURVEILLANCE-BASED WAGES
HB4987 prohibits using surveillance data in automated wage decisions and allows private rights of action, with exemptions set forth and enforcement by the Attorney General.
Labor: fair employment practices; use of electronic monitoring or automated decisions tools by an employer; prohibit except for certain purposes. Creates new act.
HB5579 restricts employer use of electronic monitoring and automated decision tools, allowing exceptions for specific purposes.
EMPLOYMENT-TECH
This bill amends the Artificial Intelligence Video Interview Act by making a technical change to the short title section.
Labor and Employment - Prohibition on Use of Facial Recognition Services by Employers - Application
The bill prohibits employers from using facial recognition technology to create facial templates during job interviews without applicant consent.
An act relating to restricting electronic monitoring of employees and the use of employment-related automated decision systems
This bill pertains to electronic monitoring of employees and employment-related automated decision systems; specifics will be detailed upon release of the full bill text.
Concerning the use of artificial intelligence in job applications.
HB2401 is a bill introduced in Washington concerning the use of artificial intelligence in job applications.
Establishes criteria for the sale of automated employment decision tools and provides a civil penalty for violations of such criteria.
This bill establishes criteria for selling automated employment decision tools and mandates reporting on their impact, including disability accommodation policies.
BIPA-SECURITY PURPOSES
SB0602 amends the Biometric Information Privacy Act to redefine terms and adjust consent requirements for biometric data used in security contexts.
Creates a comprehensive statutory framework to address and regulate the use of artificial intelligence in the workplace, considering the interests of employers and employees.
The bill S2499 aims to establish a framework for regulating AI in the workplace, considering both employer and employee interests. Specific provisions will be updated once the full bill text is available.
VIDEO INTERVIEW ACT
The Artificial Intelligence Video Interview Act requires employers in Illinois to notify applicants about AI use in video interviews and obtain consent.
BIPA-SECURITY PURPOSES
SB1506 amends the Biometric Information Privacy Act, redefining terms and adjusting consent requirements for biometric data collected for security purposes.
BIPA-SECURITY PURPOSES
HB4692 amends the Biometric Information Privacy Act, altering definitions and consent requirements for biometric data collection, particularly for security purposes.
BIPA-LIMIT ON ACTIONS
HB1764 amends the Biometric Information Privacy Act, granting sole enforcement authority to the Attorney General and requiring actual harm for actions.
BIPA-SECURITY PURPOSES
HB5635 amends the Biometric Information Privacy Act, altering definitions and consent requirements for biometric data collection, especially for security purposes.
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.
The bill limits the use of automatic data systems in employment, mandates written notice from employers, and provides remedies, penalties, and exceptions.
Further providing for definitions; providing for use of automated employment decision tool; and further providing for civil penalties.
This bill amends the Pennsylvania Human Relations Act to include provisions for automated employment decision tools, but specific regulations and standards are not detailed.
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.
Prohibits wage-fixing algorithms using personal or behavioral data in New York; establishes penalties for violations.
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…
This bill restricts employers from using automated tools for employment decisions without annual impact assessments and requires candidate notification.
BIPA-SECURITY PURPOSES
HB2335 amends the Biometric Information Privacy Act, redefining terms and adjusting consent and exemption rules for biometric data in Illinois.
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.
Bill A10183 establishes a transitional wage insurance program in New York for individuals accepting lower-wage employment, administered by the Department of Labor.
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.
SB293 mandates a report on AI in the workforce, requiring collaboration between the Department of Labor and Industry and the Department of Community and Economic Development.
A bill for an act relating to the use of artificial intelligence systems and related software by state agencies for employment and other purposes.
SSB3014 is a legislative proposal in Iowa concerning the use of AI systems by state agencies. Specific mandates and requirements await confirmation from the bill text.
A bill for an act relating to automated decision systems used by employers.
SF2414 addresses the use of automated decision systems by employers in Iowa. Verification from the bill text is needed for claims about transparency and accountability.
Use of automated decision systems in employment settings regulated.
HF4445 is a Minnesota bill regulating automated decision systems in employment. Specific provisions, definitions, and mandates will be included once the full bill text is available.
Relating to the use of an automated employment decision tool by a state agency to assess a job applicant's fitness for a position.
This bill regulates the use of automated employment decision tools by state agencies in Texas to assess job applicants' fitness for positions.
Prohibits algorithmic wage-setting; provides for exceptions; provides for penalties for violation; creates a private right of action.
This bill prohibits algorithmic wage-setting for employers with 50 or more employees in New York, includes specific exceptions, penalties, and a private right of action.
Establishes criteria for the sale of automated employment decision tools
Bill S 6852 aims to establish criteria for the sale of automated employment decision tools in New York. Specific details will be included upon review of the full bill text.
Prohibits the use of a wage-fixing algorithm in combination with personal or behavioral data to set or recommend wages or compensation
This analysis is based on A 9638, which prohibits wage-fixing algorithms from using personal or behavioral data.
Prohibits the use of a wage-fixing algorithm in combination with personal or behavioral data to set or recommend wages or compensation
This bill prohibits the use of wage-fixing algorithms that utilize personal or behavioral data to determine or suggest wages in New York. This analysis is based solely on the official description and may not capture all aspects of the bill due to the lack of full bill text.
EMPLOYMENT-TECH
This bill makes a technical change in the section concerning the short title of the Artificial Intelligence Video Interview Act in Illinois.
Revised for 1st substitute: Allowing bargaining over matters related to certain uses of artificial intelligence.
SB5422 proposes allowing bargaining over certain uses of AI in Washington State. Specific contexts and applications will be confirmed upon reviewing the full bill text.
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.
This bill mandates employers and employment agencies to notify candidates about the use of machine learning tools in hiring decisions.
EMPLOYMENT-TECH
This bill makes a technical change to the short title of the Artificial Intelligence Video Interview Act.
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…
The bill mandates human review of automated employment decisions and requires notifying applicants about such systems.
VIDEO INTERVIEW DEMOGRAPHIC
Employers using AI for video interviews must report demographic data, including race and ethnicity of hired applicants, to assess racial bias by December 31 each year.
Labor and Employment - Use of Facial Recognition Services - Prohibition
The bill prohibits employers from using facial recognition services during job interviews without applicant consent, allowing for a waiver process.
EMPLOYMENT-TECH
This bill makes a technical change in the section concerning the short title of the Artificial Intelligence Video Interview Act.
Relating to a study on employer and state agency use of automated employment decision tools in assessing an applicant's suitability for a position.
The bill mandates a study on the use of AI in hiring by employers and state agencies to assess bias and transparency.
Surveillance-based price and wage discrimination prohibition
SF4233 aims to address price and wage discrimination in Minnesota. Detailed analysis will follow once the full bill text is available.
Consumer Protection and Labor and Employment - Surveillance-Based Price and Wage Setting - Prohibition
This bill addresses surveillance-based price and wage setting, classifying violations as unfair, abusive, or deceptive trade practices under Maryland law.
An act relating to automated employment decision making and State employees
H.714 is a Vermont bill regulating automated employment decision-making systems. The sponsor and reviewing committee details are not available in the current information.
Regulates use of automated employment decision tools in employment decisions to minimize discrimination in employment.
This bill regulates the use of automated employment decision tools in New Jersey to minimize discrimination, with specific requirements and penalties to be confirmed.
Ban on employer use of automated decision systems.
HB 1421 prohibits Indiana employers from solely using automated decision systems for employment decisions, mandates disclosures, and allows civil actions for violations.
Ban on employer use of automated decision systems.
HB1421 prohibits employers from relying solely on automated decision systems for employment decisions and sets disclosure requirements.
Enacts the "New York artificial intelligence consumer protection act", in relation to preventing the use of artificial intelligence algorithms to discriminate against protected classes.
The bill S01962, titled the 'New York Artificial Intelligence Consumer Protection Act,' has been introduced in New York.
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
The bill establishes criteria for using automated employment decision tools in New York, including transparency and bias testing, with penalties for non-compliance.
EMPLOYMENT-TECH
This bill makes a non-substantive change to the wording of the short title of the Artificial Intelligence Video Interview Act.
Regulates use of artificial intelligence enabled video interview in hiring process.
This bill mandates employers to notify applicants about AI use in video interviews, obtain consent, and report demographic data.
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…
This bill prohibits discrimination in employment practices using AI based on protected classes.
Establishes criteria for the use of automated employment decision tools; provides for enforcement for violations of such criteria.
The bill establishes criteria for using automated employment decision tools, aiming to regulate their use in New York.
No Robot Bosses Act
The No Robot Bosses Act seeks to address the use of automated decision systems by employers. Detailed analysis will follow once the full bill text is available.
EMPLOYMENT-TECH
This bill amends the Artificial Intelligence Video Interview Act by making a technical change to the short title.
Regulates use of artificial intelligence-enabled video interview in hiring process.
This bill mandates employers to notify applicants about AI use in video interviews, obtain consent, and report demographic data.
EMPLOYMENT-TECH
This bill amends the Artificial Intelligence Video Interview Act by making a technical change, though the specific nature of the change is not detailed.
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…
NY A00433: Relates to the disclosure of automated employment decision-making tools
Labor and Employment – Automated Employment Decision Tools – Prohibition
This bill prohibits employers from using automated employment decision tools for certain decisions and mandates notification to applicants within 30 days of tool usage.
Use of automated decision systems in employment settings regulation
The bill SF4689 aims to regulate the use of automated decision systems in employment settings in Minnesota. Specific provisions and impacts will be detailed once the full text is available.
Surveillance-based price and wage discrimination prohibited.
The bill HF4131's text is unavailable, so no assumptions about specific legal obligations, definitions, or exceptions should be made.
Labor and Employment - Automated Employment Decision Tools - Prohibition
The bill prohibits employers from using automated employment decision tools for certain decisions, with exceptions, and mandates notification to applicants within 30 days of use.
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.
This bill regulates the use of automated employment decision tools by employers, requiring disclosure, consent, and data destruction within 30 days.
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…
This bill restricts employers from using automated tools for employment decisions without an annual impact assessment and requires candidate notification.
Automated Employment Decision Tools (AEDT) Law
New York City Local Law 144 of 2021, enforced by the NYC Department of Consumer and Worker Protection (DCWP), regulates AEDTs, requiring an independent bias audit and public posting of results on the employer's website.
Establishes criteria for the sale of automated employment decision tools
This bill defines criteria for selling automated employment decision tools in New York, including transparency, bias audit requirements, and usage restrictions.
Employment: automated decision systems.
SB947 addresses automated decision systems in employment, but specific provisions and roles require verification from the bill text.
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…
This bill restricts employers from using automated tools for employment decisions unless they undergo a bias audit annually and disclose results.
Establishes criteria for the sale of automated employment decision tools
Bill A 3914 establishes criteria for the sale of automated employment decision tools in New York, including definitions, enforcement mechanisms, and penalties.
Establishes criteria for the sale of automated employment decision tools
Bill A 7244 aims to establish criteria for the sale of automated employment decision tools in New York.
Report: labor force impact: artificial intelligence.
AB2545 mandates the California Department of Industrial Relations to report on AI's labor force impact by 2028, with a repeal date of January 1, 2029.
Commerce and Trade; private entities that employ certain AI systems to guard against discrimination caused by such systems; provide
The bill mandates private entities using certain AI systems to guard against discrimination, outlines regulatory measures, provides for rule making, related matters, and repeals conflicting laws.
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…
This bill restricts employers from using electronic monitoring or automated tools for employment decisions without an impact assessment conducted within the last year.
AI Regulation in the Human Resources Industry
State legislatures across the United States are actively developing artificial intelligence regulations that directly affect Human Resources 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, 17 states have introduced or enacted legislation with direct implications for Human Resources.
Compliance requirements vary significantly by state, making it essential for Human Resources 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 Human Resources 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.