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NJ S3263: Regulates use of artificial intelligence-enabled video interview in hiring process.

In Committee New Jersey · 2026–2027 session

Last verified Oct 13, 2026 · official bill text

S3263 · 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 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 and deleted within 30 days on request. Violations would carry civil penalties of $500 for a first offense and $1,000 for each later one. Introduced February 2, 2026.

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

What it means for business

Employers using AI to analyze video interviews would need notice and written consent, deletion on request, demographic reporting, and face $500 to $1,000 penalties.

Key provisions

  1. Sec. 1a: Before requesting a video interview, the employer must notify the applicant that AI may analyze it, explain how the AI works and what characteristics it evaluates, and get written consent, which may be electronic.
  2. Sec. 1b-c: Videos may be shared only with service providers needed to evaluate fitness; on request the employer must delete the video within 30 days and instruct recipients to delete copies.
  3. Sec. 1d-e: An employer using AI to choose who gets an in-person interview must collect race and ethnicity data on applicants and report it annually to the Department of Labor and Workforce Development.
  4. Sec. 1f: The Department must analyze the data and report annually to the Governor and Legislature on whether it shows racial bias.
  5. Sec. 1g: Civil penalty of $500 for a first offense and $1,000 for each subsequent offense, collected under the Penalty Enforcement Law of 1999.
  6. Sec. 2: Takes effect immediately.

Latest legislative action

Feb 2, 2026. Introduced in the Senate, Referred to Senate Labor Committee

Sponsors

NameRoleDistrict
R Sponsor SD-040

Related and companion bills

Topics and industries

Related topics

AI in EmploymentAI 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 →
A2726 Regulates use of automated employment decision tools in employment decisions to A4768 "Social Media Fairness and Transparency Act"; establishes requirements for socia S4088 Prohibits advertising generative artificial intelligence as able to practice reg S3668 Requires notification of use of artificial intelligence system in certain commun A4731 Directs professional and occupational boards to promulgate rules for licensee us A2069 Requires Commissioner of Labor and Workforce Development to conduct study and is

Same topic in other states

Connecticut SB00005 An Act Concerning Online Safety Colorado SB189 Automated Decision-Making Technology New York S00822 Relates to the disclosure of automated employment decision-making tools; require Illinois HB2557 VIDEO INTERVIEW ACT California SB53 Artificial intelligence models: large developers. Iowa SSB3014 A bill for an act relating to the use of artificial intelligence systems and rel