AI laws by state and locality | 50-state chart

As artificial intelligence (AI) tools- especially generative AI (GenAI) platforms – become more common in the workplace, HR teams are increasingly integrating them into hiring, onboarding and employee management processes and practices. While these technologies offer opportunities to streamline operations, they also bring legal responsibilities.

Across the US, a growing number of states and municipalities are introducing laws to ensure AI is used fairly and responsibility in employment settings. Many of these laws focus on preventing bias in recruitment and hiring, regulating tools like facial recognition technology, automated decision-making systems and AI-driven interview analysis. Each law varies in scope and approach, which is a challenge for multistate employers. Therefore, you need to stay informed about legal developments that might set limits on use of AI for employment purposes. By staying ahead of these changes, you’ll navigate compliance requirements more effectively.

To help HR professionals stay informed and compliant, this chart covers laws related to employment and HR; it does not cover laws that require businesses to notify consumers of their use of AI tools. Though we make every effort to identify and track all relevant legislation, this chart may not be entirely exhaustive.

State and local AI laws

The following states and localities have current, enacted or proposed AI laws:

California

Bill number	Status	Description
2023 Bill Text CA A.B. 2602	Current	Employment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.
A 2930	Not passed	Requires deployers or developers of an automated decision system to perform an impact assessment before the system is deployed and annually thereafter and submit any impact assessment to the California Civil Rights Department
OAL Matter Number 2025-0515-01	Enacted	Effective October 1, 2025, an employer’s use of automated decision systems may violate the Fair Employment and Housing Act (FEHA) if it results in discrimination on the basis of a protected characteristic.

Colorado

Bill number	Status	Description
2024 Bill Text CO S.B. 205	Enacted	Effective February 1, 2026, an employer must comply with high-risk AI system standards, bias audits for AI systems in employment and insurance

Illinois

Bill number	Status	Description
2023 Bill Text IL H.B. 4762	Current	Employment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.
Artificial Intelligence Video Interview Act, 2019 Bill Text IL H.B. 2557	Current	Employers must comply with consent and data retention policies, and must provide disclosure if they ask applicants to record video interviews and use an AI analysis of the applicant-submitted interviews.
2023 Bill Text IL H.B. 3773, amending the Illinois Human Rights Act (IHRA)	Enacted	Effective January 1, 2026, employers are prohibited from using AI in recruiting, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or terms and conditions of employment when the AI use subjects employees to discrimination based on a protected class

Maryland

Bill number	Status	Description
2020 Bill Text MD H.B. 1202	Current	Employers must be transparent and follow ethical guidelines, and obtain employee consent to use AI-based facial recognition technology in hiring.

New York

Bill number	Status	Description
2023 Bill Text NY S.B. 7676	Current	Employment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.

New York – New York City

Bill number	Status	Description
NYC Administrative Code § 20-871	Current	Use of bias audits and transparency for AEDT systems in hiring and promotions.

Texas

Bill number	Status	Description
2025 Bill Text TX H.B. 149	Enacted	Effective January 1, 2026, an employer is prohibited from developing or using an AI system to intentionally discriminate against a protected class in violation of federal law.

Virginia

Bill number	Status	Description
2024 Bill Text VA H.B. 2094	Vetoed	Requires deployers and developers of high-risk AI systems to implement measures to prevent algorithmic discrimination.