Coverage scope
- Automated discipline and discharge decisions
- Discrimination and accountability
- Notice and explanation rights
- Human review and appeals
CURRENT COVERAGE
8 records · 2 articles
Relevant jurisdictions: Illinois, New Jersey, Connecticut.
REGULATORY RECORDS
Illinois Human Rights Act — Use of Artificial Intelligence in Employment
Illinois amended its Human Rights Act to address employer use of artificial intelligence across recruitment, hiring, promotion, discipline, discharge, and other employment terms.
Related coverage: State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance →California SB 7 — Employment: Automated Decision Systems
SB 7 proposed notice, access, correction, appeal, and human-oversight requirements for employer use of automated decision systems. The Governor vetoed the bill on October 13, 2025; it did not become law.
Related coverage: State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance →New York Public-Sector Automated Employment Decision-Making Framework
New York requires state agencies using covered automated employment decision-making tools to publish specified information. A 2026 chapter amendment added a disclosure provision for defined local public entities and extended related protections for public employees.
Related coverage: State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance →New York Boundaries on Technology Act
The BOT Act proposes impact assessments, notice, restrictions on electronic monitoring and automated employment decision tools, data-access rights, and meaningful human oversight. The official Senate record currently lists S 10147 as active in the Senate Labor Committee.
Related coverage: State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance →New Jersey Guidance on Algorithmic Discrimination
New Jersey's Division on Civil Rights explains that the Law Against Discrimination applies when automated decision systems or other algorithmic tools cause unlawful discrimination, including in employment advertising, screening, hiring, evaluation, promotion, discipline, and termination.
Related coverage: State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance →Washington HB 1672 — Technology Used by Employers in the Workplace
HB 1672 proposes restrictions and procedural protections for employer electronic monitoring and automated decision systems. After a substitute received a do-pass recommendation, the bill was referred to House Appropriations and retained in that status for the 2026 session.
Related coverage: State AI Employment Laws: What’s Law, What’s Pending, and What’s Guidance →Connecticut Public Act 26-15 — 2026 Employment Provisions
Public Act 26-15 amends Connecticut employment-discrimination law to address automated employment-related decision technology and adds an AI-related disclosure to Labor Department notices that an employer already submits under the federal WARN Act.
Related coverage: Connecticut AI Employment Law: What Employers Need to Know in 2026 and 2027 →Connecticut Public Act 26-15 — Automated Employment Decision Duties
Sections 7–12 of Public Act 26-15 establish definitions, developer-information duties, interaction disclosures, and pre-decision notices for defined automated employment-related decision technology. Although these sections have an October 1, 2026 effective clause, the operative developer and deployer duties apply to qualifying deployments on or after October 1, 2027.
Related coverage: Connecticut AI Employment Law: What Employers Need to Know in 2026 and 2027 →LATEST COVERAGE
CT
Connecticut AI Employment Law: What Employers Need to Know in 2026 and 2027
Connecticut's 2026 law changes discrimination and layoff-notice rules first, then adds a narrower automated-employment disclosure framework for qualifying deployments beginning October 1, 2027.
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.