Hiring & Employment AI Laws Tracker: 2026 State-by-State

New York City's Local Law 144 requires an independent bias audit within the year before an employer uses an automated employment decision tool (AEDT) for hiring or promotion. Colorado's SB 24-205 impact-assessment duty ends January 1, 2027, when SB 26-189, which has no audit requirement, replaces it. Illinois HB 3773 (Public Act 103-0804, effective January 1, 2026) bars discriminatory AI use in employment decisions and requires notice to employees.

Enforced since July 5, 2023, Local Law 144 requires employers and employment agencies in New York City to have an independent bias audit of an AEDT done within the year before use, publish a summary of the results, and notify candidates at least 10 business days before the tool is used. Civil penalties are up to $500 for a first violation and $500 to $1,500 for each later one.

In some places. Illinois's Artificial Intelligence Video Interview Act (820 ILCS 42) requires notice and consent before AI analyzes a video interview. Maryland HB 1202 (2020) bars facial recognition in job interviews without the applicant's signed consent. Colorado SB 26-189 requires pre-use notice for automated employment decisions from January 1, 2027. Use the category filter above to find the disclosure laws in our database.