California SB 947: What Does Human Review Actually Require Before AI-Driven Discipline or Termination?
The enacted law requires corroboration when an employer primarily relies on an automated output. It leaves the threshold for primary reliance, and several details of the review, unresolved.
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CO
If a staffing firm uses AI to screen applicants, who is responsible under Colorado’s proposed rules?
A new staffing example puts Deployer duties on the covered employer that commissions an automated shortlist and uses it to choose whom to hire. Other agency decisions still require their own analysis.
CT
Connecticut’s AI Employment Law Is Now Partly in Effect: What Employers Need to Know
Connecticut’s discrimination and AI-layoff disclosure provisions took effect October 1, 2026. Its narrower automated-employment notice regime does not begin until October 1, 2027.
CA
California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require
California's new workplace-AI laws add human-review safeguards for certain automated discipline and termination decisions and restrict AI-enabled emotional-state inference and neural-data collection.
CA
California AI Hiring Compliance in 2026: How FEHA and CCPA Automated Decision Rules Fit Together
California employers must separate two overlapping systems: FEHA rules that already govern discriminatory use of automated employment tools, and final CCPA regulations that impose current risk-assessment duties before ADMT notice and individual-rights requirements begin in 2027.
NY · CO · CA · IL · MD · MA · NJ
AI Bias Audits: One-Time Compliance or Continuous Monitoring?
Current law does not impose one universal monitoring model. New York City uses a rolling one-year audit rule; other regimes rely on discrimination law, notices, records, documentation, or human review—and governance programs often go further.
CO
Colorado AI Employment Law: What Employers Need to Know Before 2027
Colorado has enacted a replacement framework for automated decisions, but its core duties apply to decisions made on or after January 1, 2027—and the Attorney General’s implementing rules are still proposed.
CA · CO · CT · IL · MD · MA · NJ · NY · VT · WA
State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance
The workplace-AI rulebook is not one category of law. It is a mix of operative statutes and regulations, future-effective frameworks, city-level requirements, pending bills, and agency interpretations of existing law.
CA
California’s automated-employment rules bring workplace AI into sharper focus
The effective regulations connect automated decision systems to existing civil-rights duties and employment-record retention—not a new standalone AI statute.
NY · new-york-city
New York City Local Law 144: the dates, tools, and duties that matter
The ordinance, implementing rules, and enforcement launch have different dates. A reliable compliance summary keeps them separate.
IL
Illinois AI employment amendments are now effective
The Human Rights Act now expressly addresses AI used in recruitment, hiring, promotion, discipline, discharge, and other employment activity.
CO
Colorado resets its automated-decision framework for 2027
SB 26-189 creates documentation, notice, data-access, correction, and human-review duties for covered consequential decisions, including employment decisions.