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AI in Hiring Laws by State (2026): Employer Checker

Which states regulate AI in hiring?

In force on 17 October 2026: New York City (Local Law 144, bias audits since 2023), Illinois (AI Video Interview Act; Human Rights Act AI rule from 1 January 2026), Maryland (facial recognition consent), California (civil rights regulations on automated-decision systems from 1 October 2025), Texas (TRAIGA, 2026), New Jersey (disparate impact rules) and Connecticut (from 1 October 2026). Colorado's replacement law starts 1 January 2027, and California and Connecticut add more in 2027.

Three new AI employment laws were signed in 2026 alone, and Colorado repealed and replaced its 2024 AI Act. Most of the tables that rank for this were written before.

Tick what your tool does and where you hire; the checker lists every law that applies now and every one coming, with dates and sources.

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Built by Muhammad Shahzeb Anwar, MSc Industrial and Organizational Psychology. Selection-tool validity and adverse impact are the core of I/O psychology; these laws are now asking employers to prove both.

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    What these laws have in common

    Almost every one asks for the same four things in different words: tell people that an automated tool is used and what it assesses; keep records long enough to examine (three or four years); be able to show the tool does not screen out a protected group, which is an adverse impact analysis; and keep a human able to review or correct an adverse decision. New York City goes furthest on the third, requiring a published, independent bias audit every year.

    Colorado: repealed, replaced, delayed

    Colorado's 2024 AI Act never took effect. SB 26-189, signed on 14 May 2026, repealed and replaced it with a narrower law from 1 January 2027: notice, an explanation within 30 days of an adverse outcome, data access and correction, human review and three years of records, enforced only by the Attorney General. The duty of care and impact assessments in the 2024 Act are gone. Enforcement is also paused by a court stipulation in a challenge brought by xAI, and the Attorney General's rules were still being consulted on in October 2026.

    Before you rely on this

    What this will not tell you

    This is a map of the laws as researched on 16-17 October 2026, not legal advice. Several entries come from law-firm summaries because the California and Connecticut legislature sites could not be read from here; those are marked S. The law is moving fast: watch Colorado's rules and court case, Illinois' notice rules, New York's AI job-impact bill and federal preemption. Nothing you tick leaves your browser.

    Questions

    Questions people actually ask

    Which states have laws on AI in hiring?

    Illinois, California, Colorado (from 2027), Connecticut, Maryland, Texas and New Jersey, plus New York City. No federal AI-hiring statute exists, but federal discrimination law applies to AI outcomes.

    What does the Illinois AI employment law require?

    From 1 January 2026, employers may not use AI that has a discriminatory effect in employment decisions or use zip codes as a proxy for a protected class, and must notify employees and applicants that AI is used.

    Is the Colorado AI Act in effect?

    No. The 2024 Act was repealed and replaced by SB 26-189, signed 14 May 2026, which takes effect on 1 January 2027 with narrower duties; enforcement is also paused by a court stipulation.

    Do I need a bias audit for AI hiring tools?

    In New York City, yes: an independent bias audit within a year before use, with a published summary. Elsewhere it is not mandatory, but California and Connecticut treat anti-bias testing as relevant to a discrimination defence.

    Do California's AI employment rules apply to hiring?

    Yes. The Civil Rights Council regulations, in force since 1 October 2025, apply FEHA to automated-decision systems in hiring and other employment decisions, with four years of records. SB 947 (from 1 July 2027) covers discipline and termination.

    Where every rule comes from

    Sources

    Checked against the text of the law on 17 October 2026. Laws and notified rates change; if a source below has moved on, the source wins over this page.

    1. Local Law 144 (automated employment decision tools): https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page
    2. Illinois Human Rights Act, 775 ILCS 5/2-102(L) (HB 3773): https://www.ilga.gov/legislation/publicacts/103/103-0804.htm
    3. Artificial Intelligence Video Interview Act, 820 ILCS 42: https://www.ilga.gov/Documents/legislation/ilcs/documents/082000420K5.htm
    4. Maryland Labor and Employment 3-717 (HB 1202): https://mgaleg.maryland.gov/2020RS/bills/hb/hb1202f.pdf
    5. Civil Rights Council regulations on automated-decision systems (FEHA): https://calcivilrights.ca.gov/2025/06/30/civil-rights-council-secures-approval-for-regulations-to-protect-against-employment-discrimination-related-to-artificial-intelligence/
    6. CPPA regulations on automated decision-making technology (CCPA businesses): https://cppa.ca.gov/announcements/2025/20250923.html
    7. SB 947 ("No Robo Bosses"), signed 30 September 2026: https://leginfo.legislature.ca.gov/
    8. SB 26-189 (replaces the 2024 Colorado AI Act): https://leg.colorado.gov/bills/sb26-189
    9. Texas Responsible AI Governance Act (HB 149): https://capitol.texas.gov/tlodocs/89R/analysis/html/HB00149S.htm
    10. N.J.A.C. 13:16 disparate impact rules: https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/
    11. Connecticut General Assembly (Public Act 26-15): https://www.cga.ct.gov/
    12. Executive Order 14365 (Federal Register, 16 December 2025): https://www.govinfo.gov/content/pkg/FR-2025-12-16/html/2025-23092.htm
    Citation

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    Free to use and free to quote. If a figure here is useful in something you are writing, a link back is all that is asked.

    Muhammad Shahzeb Anwar, MSc Industrial and Organizational Psychology. AI Hiring Laws by State Checker. Shahzeb Speaks. https://www.shahzebspeaks.com/ai-hiring-laws-by-state-checker/

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    Can you show the tool does not screen out a group?

    That is the question every one of these laws comes back to. The free Adverse Impact Calculator runs the four-fifths test on your selection rates, and the NYC calculator produces the intersectional impact ratios a bias audit reports.

    Open the impact ratio calculator