Hiring & employment tech

First-of-its-kind US state law regulating high-risk artificial intelligence systems. Effective February 2026, it imposes duties on developers and deployers to use reasonable care to protect consumers from algorithmic discrimination in consequential decisions.

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.

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.

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.

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.

Passed 2025 legislative session. Applies to developers and deployers of high-risk AI systems affecting Texas consumers. Requires impact assessments, transparency disclosures, and human oversight mechanisms for high-risk AI. Modeled partly on Colorado's AI Act but with Texas-specific carve-outs for small businesses and certain industry sectors. Effective January 2026. One of the most significant state AI laws for companies with Texas operations or Texas-based customers.