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 responsibly 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 or enacted 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	Current	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.
2025 Bill Text CA S.B. 53	Current	Covered developers of extremely large AI systems are required to shield from retaliation employees who are responsible for assessing or managing AI risks if they report safety concerns.
11 CCR § 7120	Current	Compliance obligations begin April 1, 2026, and January 1, 2027, employers subject to the CCPA who use automated decision-making technology (ADMT) for employment-related decisions, without meaningful human involvement, must conduct detailed risk assessments, provide pre-use notice, and honor certain opt-out and access rights.
2025 Bill Text CA A.B. 1883	Enacted	Beginning January 1, 2027, California employers cannot use a workplace surveillance tool that uses AI to recognize or make inferences about an individual’s emotional state or collect neural data.
2025 Bill Text CA S.B. 951	Enacted	Effective January 1, 2027, California employers covered by the state WARN Act that conduct a mass layoff triggering the Act’s 60-day notification requirement must include information on the number, classification or occupation and work location if the layoffs, in whole or part, are due to replacement or automation by AI or other automated technology.
2025 Bill Text CA S.B. 947	Enacted	Effective July 1, 2027, California bars employers from relying solely on an automated decision system (ADS) when making a disciplinary or termination decision. The law also bars retaliation and using an ADS to infer an employee’s protected status.

Colorado

Bill number	Status	Description
2026 Bill Text CO S.B. 189	Enacted	Effective January 1, 2027, an employer using automated decision-making technology (ADMT) to materially influence a consequential employment decision must provide clear and conspicuous notice, as well as specific details to any individual who is adversely affected by an ADMT-influenced decision.

Connecticut

Bill number	Status	Description
2026 Bill Text CT S.B. 5	Current	An employer’s use of automated employment-related decision technology (AEDT) is not a defense to a complaint alleging unlawful discrimination under state anti-discrimination law. Employers are required to disclose AI use in WARN notice. Certain software developers are prohibited from retaliating against employees who report health or safety concerns. Effective January 1, 2027: Certain large software developers are required to establish reporting requirements. Effective October 1, 2027: Employers must provide notice of use of AEDT to affected employees or applicants.

Delaware

Bill number	Status	Description
2025 Bill Text DE H.B. 380	Enacted	Effective January 1, 2027, amendments to the Delaware Personal Data Privacy Act (DPDPA) extend the reach of the law to third parties that acquire personal data from a controller. Employers using certain automated screening and evaluation tools will be subject to the requirements of the DPDPA when individuals’ personal data is used for profiling or reports in connection with decisions that produce legal or similarly significant effects.

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)	Current	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
2025 Bill Text IL S.B. 315	Enacted	Effective January 1, 2027, certain software developers are prohibited from retaliating against employees who report health or safety concerns, and certain large software developers are required to establish reporting requirements.

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	Current	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.