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NJ A2726: Regulates use of automated employment decision tools in employment decisions to minimize discrimination in employment.

In Committee New Jersey · 2026–2027 session

Last verified Oct 13, 2026 · official bill text

A2726 · where it stands

1 of 5 steps complete
  1. Introduced In committee
  2. Passed first chamber
  3. Passed both chambers
  4. Enacted
  5. Effective
What do these statuses mean?
Introduced
Filed in the legislature; may be waiting for a committee hearing.
Passed a chamber
Approved by one or both chambers; awaiting further action.
Enacted
Signed into law, or became law without a signature or over a veto.
Effective date
The date the law says it takes effect. Once it has passed, the page shows "Effective" and the date. A court order can still block a law; if we know of one, the summary says so.
Dead / vetoed
Vetoed, failed, or the session ended without action.

In one paragraph

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 use and post audit summaries. Civil penalties would be up to $1,500 for a developer's first violation and up to $500 per violation for employers. Pre-filed for introduction in the 2026 session.

Plain-English summary, written with AI assistance. The official text controls.

What it means for business

Employers using automated hiring tools would need to give advance and post-use notices and post audit results; developers would need annual bias audits.

Key provisions

  1. Sec. 2a: selling, developing, deploying, using or offering a tool is unlawful unless it had a bias audit in the past year, includes an annual audit service at no added cost, carries a notice, and the developer implemented the latest audit's recommendations
  2. Sec. 2b: employers must provide a summary of the most recent bias audit on their website, and keep results posted at least 10 years after last use
  3. Sec. 2c: employers must notify each covered individual at least 10 days before a tool is used on their application
  4. Sec. 2f: within 30 days of use, further notice is required; for adverse decisions, disclosures sufficient to contest them, including a written statement of specific reasons
  5. Sec. 3a: developer penalty up to $1,500 for a first violation, rising two percent per day of continued violation; employers and employment agencies up to $500 per violation
  6. Sec. 3b: penalties payable to the State Treasurer, recoverable by the commissioner under the Penalty Enforcement Law of 1999
  7. Sec. 4: takes effect on the first day of the third month after enactment

Latest legislative action

Jan 13, 2026. Introduced, Referred to Assembly Science, Innovation and Technology Committee

Sponsors (showing 5 of 14)

NameRole
R Primary
Primary
Primary
Primary
D Primary

Topics and industries

Related topics

AI in EmploymentAutomated Decision-MakingAI Transparency

Affected industries

EmploymentTechnology

This page is general information, not legal advice. Summaries are AI-assisted and may contain errors; read the statute for the controlling text and talk to a lawyer about your situation. Full disclaimer · Report an error

Related AI laws in New Jersey

All New Jersey bills →
S3263 Regulates use of artificial intelligence-enabled video interview in hiring proce S1840 Creates "New Jersey Responsible AI Advancement and Workforce Protection Act." S2602 "New Jersey Disclosure and Accountability Transparency Act (NJ DaTA)"; establish A1360 "New Jersey Disclosure and Accountability Transparency Act (NJ DaTA)"; establish A1021 Creates standards for independent bias auditing of automated employment decision A3855 Creates standards for independent bias auditing of automated employment decision

Same topic in other states

Colorado SB189 Automated Decision-Making Technology New York S00822 Relates to the disclosure of automated employment decision-making tools; require Illinois HB5116 AUTOMATED DECISION TOOLS California AB 1898 Workplace artificial intelligence tools. Virginia HB1451 Warehouse employers; required disclosures and recordkeeping, civil penalties. Nebraska LB77 Adopt the Ensuring Transparency in Prior Authorization Act and provide for insur