AI Laws
State Employment / ADMT Laws: Every U.S. Law Tracked (8)
Laws regulating automated decision-making and AI tools used in hiring, employment, and other workplace contexts. Maintained by Stauss PLLC. Last reviewed August 2026.
Laws tracked in this category8
| State | Law |
|---|---|
| California | CCPA ADMT Regulations |
What You Need to KnowThe CCPA’s automated decisionmaking technology (ADMT) regulations apply when a business uses “ADMT to make a significant decision concerning a consumer.” The regulations define ADMT to mean “any technology that processes personal information and uses computation to replace human decisionmaking or substantially replace human decisionmaking.” The regulations define “substantially replace human decisionmaking” to mean “a business uses a technology’s output to make a decision without human involvement. Human involvement requires the human reviewer to: (A) Know how to interpret and use the technology’s output to make the decision; (B) Review and analyze the output of the technology, and any other information that is relevant to make or change the decision; and (C) Have the authority to make or change the decision based on their analysis in subsection (B).” “Significant decision” is defined as “a decision that results in the provision or denial of financial or lending services, housing, education enrollment or opportunities, employment or independent contracting opportunities or compensation, or healthcare services.” Businesses that use covered ADMT are required to provide consumers with a pre-use notice, the right to opt out (unless an exception applies or the business provides a right to appeal to a human reviewer), and the right to access ADMT. Businesses also must conduct a risk assessment. | |
| California | California Civil Rights Council ADS Regulations |
What You Need to KnowAmong other things, the regulations make it unlawful for an employer or other covered entity to use an automated-decision system or selection criteria (including a qualification standard, employment test, or proxy) that discriminates against an applicant or employee or a class of applicants or employees on a basis protected by law. Relevant to any such claim or available defense is evidence or the lack of evidence of anti-bias testing or similar proactive efforts to avoid unlawful discrimination. The regulations also create record-keeping requirements for automated-decision system data. | |
| Colorado | Colorado ADMT Act (SB 189) Full analysis → |
What You Need to KnowSB 189 repeals and replaces the 2024 Colorado AI Act with a disclosure-based regime — no duty of care, no risk management programs, no impact assessments. What remains for deployers is a pre-use notice, a 30-day post-adverse-outcome disclosure, three-year recordkeeping, and access, correction and human review rights that trigger only after an adverse decision. But whether you are covered at all turns on a chain of nested definitions, and “consumer” reaches beyond Colorado residents to anyone whose opportunity in Colorado is evaluated by a business operating there. It takes effect January 1, 2027. | |
| Connecticut | Connecticut SB 5 (AI Employment Provisions) Full analysis → |
What You Need to KnowEffective October 1, 2027, Connecticut's AI employment law requires deployers/employers that use automated employment decision tools (AEDT) to provide disclosures to job applicants and employees. Deployers/employers using an AEDT to interact with job applicants or employees must disclose that they are dealing with an AEDT unless it would be obvious to a reasonable person that they are interacting with an AEDT. Deployers/employers that use an AEDT to generate an output for the purpose of making, or as a substantial factor in making, an employment-related decision concerning a job applicant or an employee must provide a written notice to the individual before the employment-related decision is made. | |
| Illinois | Illinois AI Video Interview Act |
What You Need to KnowThe law applies to employers that ask applicants to record video interviews to allow the employer to use AI to analyze the applicant-submitted videos. Employers must notify applicants of the employer’s use of AI, provide applicants with information as to how the AI works and what general types of characteristics it uses to evaluate applicants, and obtain consent from applicants. | |
| Illinois | Illinois HB 3773 |
What You Need to KnowIn 2024, Illinois amended the Illinois Human Rights Act to make it a civil rights violation for an employer to use artificial intelligence in a way that results in unlawful discrimination, or to fail to notify employees that the employer is using artificial intelligence for certain purposes. The law took effect January 1, 2026, but the Department of Human Rights has yet to finalize rulemaking on what that notice must say. | |
| New York | NYC Local Law 144 |
What You Need to KnowThe law requires New York City employers using automated employment decision tools to notify job applicants and employees and conduct bias audits. | |
| Maryland | Maryland Facial Recognition Law |
What You Need to KnowThe law prohibits an employer from using a facial recognition service for the purpose of creating a facial template during an applicant’s interview for employment unless the applicant consents. | |
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This page is provided for general informational purposes only, is not legal advice, and does not create an attorney-client relationship. State laws change frequently; coverage reflects this tool’s most recent update. Contact Stauss PLLC to confirm how these requirements apply to your organization.