Prohibits discrimination on the basis of disability by places of public accommodation. Courts are split on whether websites qualify, but plaintiffs continue to pursue website accessibility claims — the practical standard is WCAG 2.1 AA.
Regulates the collection, use, and sharing of consumer credit and background information. Applies to any company using background checks, credit reports, or algorithmic consumer evaluations for employment, housing, or credit decisions.
Protects employees and applicants age 40 and older from discrimination in hiring, promotion, discharge, compensation, and terms of employment. Applies to employers with 20 or more employees.
Prohibits most private employers from requiring, requesting, or suggesting that employees or job applicants take lie detector tests. Provides limited exceptions for certain security-related positions.
Establishes minimum wage, overtime pay, recordkeeping, and child labor standards for full-time and part-time workers in the private sector and federal, state, and local governments.
Entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage. Applies to employers with 50 or more employees.
Requires employers to verify the identity and employment authorization of all individuals hired in the United States using Form I-9. Prohibits employment of unauthorized workers and discrimination based on citizenship status or national origin.
Protects employee rights to organize, form or join unions, bargain collectively, and engage in concerted activity for mutual aid or protection. Applies to most private-sector employers regardless of union presence.
Requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm. Establishes safety standards, inspection authority, and reporting requirements enforced by OSHA.
Prohibits employment discrimination based on race, color, religion, sex, or national origin. Applies to employers with 15 or more employees. Covers hiring, firing, promotions, compensation, and workplace conditions. Enforced by the EEOC.
Requires employers with 100 or more employees to provide 60 calendar days advance written notice of plant closings and mass layoffs to affected workers, unions, and state and local government officials.
Prohibits employment discrimination and harassment based on race, religion, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, reproductive health, or military and veteran status. Broader protections than federal Title VII. Applies to employers with 5 or more employees.
Requires employers with 75 or more employees to provide 60 days advance notice of mass layoffs, relocations, or plant closures. Stricter than the federal WARN Act with lower employee thresholds and broader coverage of qualifying events.
Colorado AI Act — Colo. Rev. Stat. §§ 6-1-1701–6-1-1707
Colorado's original AI Act (SB 24-205) was repealed and replaced with a new framework effective January 1, 2027. The replacement narrows the scope and adjusts obligations for developers and deployers of high-risk AI systems used in consequential decisions involving employment, housing, lending, healthcare, and education.
CT Electronic Monitoring — Conn. Gen. Stat. § 31-48d
Requires Connecticut employers who engage in any type of electronic monitoring of employees to give prior written notice to all employees who may be affected.
Illinois Artificial Intelligence Video Interview Act
IL AI Video Act — 820 ILCS 42/1 et seq.
Regulates the use of artificial intelligence analysis of applicant video interviews in Illinois, requiring notice to applicants, consent, and limits on who may view the video.
Landmark biometric privacy statute requiring private entities to obtain informed written consent before collecting fingerprints, face geometry, or other biometric identifiers. Notable for its private right of action with statutory damages.
Requires employers to obtain consent before using facial recognition technology or AI-driven analysis during employment interviews. Prohibits use of facial recognition on job applicants without written consent.
First US law regulating automated employment decision tools (AEDTs). Requires employers using AEDTs in hiring or promotion to conduct an independent bias audit and provide notice to candidates.
NY Electronic Monitoring — N.Y. Civ. Rights Law § 52-c
Requires New York private-sector employers to provide written notice to employees upon hiring of any electronic monitoring of telephone, email, or internet use.
Requires informed consent before a private entity may capture a biometric identifier (such as fingerprint, voice print, or iris scan) for a commercial purpose, and imposes storage and destruction requirements.
TRAIGA establishes governance requirements for certain AI systems used in consequential decision-making and public-sector contexts. It is particularly relevant to companies deploying automated systems affecting consumers, employment decisions, or government-related services in Texas.