{"id":7323,"date":"2024-11-27T10:05:50","date_gmt":"2024-11-27T15:05:50","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=7323"},"modified":"2026-02-12T10:38:55","modified_gmt":"2026-02-12T15:38:55","slug":"ai-laws-by-state-and-locality","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/","title":{"rendered":"AI laws by state and locality | 50-state chart"},"content":{"rendered":"\n
\n
\n
\n
\n

By The Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n

As artificial intelligence (AI)<\/a> tools- especially generative AI (GenAI) platforms \u2013 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.<\/p>\n\n\n\n

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\u2019ll navigate compliance requirements more effectively.<\/p>\n\n\n\n

To help HR professionals stay informed and compliant, this chart covers laws related to employment and HR<\/a>; 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.<\/p>\n\n\n\n

State and local AI laws<\/h2>\n\n\n\n

The following states and localities have current, enacted or proposed AI laws:<\/p>\n\n\n\n

California<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2023 Bill Text CA A.B. 2602<\/td>Current<\/td>Employment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.<\/td><\/tr>
A 2930<\/td>Not passed<\/td>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<\/td><\/tr>
OAL Matter Number 2025-0515-01<\/td>Current<\/td>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.<\/td><\/tr>
2025 Bill Text CA S.B. 53<\/td>Current<\/td>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.<\/td><\/tr>
11 CCR \u00a7 7120<\/td>Current<\/td>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.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Colorado<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2024 Bill Text CO S.B. 205<\/td>Enacted<\/td>Effective June 30, 2026<\/em>, an employer must comply with high-risk AI system standards, bias audits for AI systems in employment and insurance<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Illinois<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2023 Bill Text IL H.B. 4762<\/td>Current<\/td>Employment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.<\/td><\/tr>
Artificial Intelligence Video Interview Act, 2019 Bill Text IL H.B. 2557<\/td>Current<\/td>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.<\/td><\/tr>
2023 Bill Text IL H.B. 3773, amending the Illinois Human Rights Act (IHRA)<\/td>Current<\/td>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<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Maryland<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2020 Bill Text MD H.B. 1202<\/td>Current<\/td>Employers must be transparent and follow ethical guidelines, and obtain employee consent to use AI-based facial recognition technology in hiring.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

New York<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2023 Bill Text NY S.B. 7676<\/td>Current<\/td>Employment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

New York – New York City<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
NYC Administrative Code \u00a7 20-871<\/td>Current<\/td>Use of bias audits and transparency for AEDT systems in hiring and promotions.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Texas<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2025 Bill Text TX H.B. 149<\/td>Current<\/td>An employer is prohibited from developing or using an AI system to intentionally discriminate against a protected class in violation of federal law.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Virginia<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2024 Bill Text VA H.B. 2094<\/td>Vetoed<\/a><\/td>Requires deployers and developers of high-risk AI systems to implement measures to prevent algorithmic discrimination.<\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div>\n\n\n\n
\n
\n
\n
\n

State and local AI laws:<\/p>\n\n\n\n

California<\/a><\/p>\n\n\n\n

Colorado<\/a><\/p>\n\n\n\n

Illinois<\/a><\/p>\n\n\n\n

Maryland<\/a><\/p>\n\n\n\n

New York<\/a><\/p>\n\n\n\n

New York (New York City)<\/a><\/p>\n\n\n\n

Texas<\/a><\/p>\n\n\n\n

Virginia<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n

\n
\n\n\n\n

Read more articles:<\/p>\n\n\n\n