{"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":"2026-07-10T09:47:48","modified_gmt":"2026-07-10T14:47:48","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
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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>
2026 Bill Text CO S.B. 189<\/td>Enacted<\/td>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.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Connecticut<\/h3>\n\n\n\n
Bill number<\/th>Status<\/th>Description<\/th><\/tr><\/thead>
2026 Bill Text CT S.B. 5<\/td>Enacted<\/td>Effective October 1, 2026: