Coverage scope
- Workplace data collection and use
- Biometric and sensitive data
- Notice and consent
- Data governance and safeguards
CURRENT COVERAGE
8 records · 4 articles
Relevant jurisdictions: California, Texas, Maryland, Washington, Connecticut.
REGULATORY RECORDS
California AB 1331 — Workplace Surveillance
AB 1331 prohibits employers from using workplace surveillance tools to monitor employees in workplace bathrooms, subject to specified exceptions, and gives employees a qualified right to leave tools behind when entering a bathroom. Signed September 30, 2026 as Chapter 851, it takes effect January 1, 2027.
CCPA Risk Assessment and Automated Decisionmaking Technology Regulations
Final CCPA regulations establish risk-assessment requirements for specified high-risk processing beginning in 2026 and notice, access, opt-out, and appeal provisions for covered ADMT used in significant decisions beginning January 1, 2027.
Related coverage: California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require →California AB 1883 — Workplace Surveillance Tools
AB 1883 (Chapter 853) prohibits employer use of AI workplace surveillance tools on employees for emotional-state recognition, inference or prediction, or neural-data collection. Signed September 30, 2026, it takes effect January 1, 2027. The effect of its safety language remains unresolved.
Related coverage: California Enacts New Workplace AI Rules: What SB 947 and AB 1883 Require →Maryland Facial Recognition in Job Interviews — Applicant Consent
Maryland prohibits an employer from using a facial-recognition service to create a facial template during an applicant's job interview unless the applicant signs a specified consent waiver.
Related coverage: AI Bias Audits: One-Time Compliance or Continuous Monitoring? →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 Attorney General Guidance on Existing Laws and Artificial Intelligence
The Connecticut Attorney General's February 2026 memorandum explains that existing civil-rights, privacy, consumer-protection, data-security, and antitrust laws may apply to AI, including AI used in hiring and employment.
Related coverage: Connecticut’s AI Employment Law Is Now Partly in Effect: What Employers Need to Know →Texas Responsible Artificial Intelligence Governance Act
HB 149 establishes a broad statewide AI governance framework. Its employment relevance is limited but real: the chapter-wide intentional-discrimination prohibition is written to apply to a person developing or deploying AI, while consumer-specific disclosures do not cover individuals acting in an employment context.
Texas Capture or Use of Biometric Identifier Law
Texas law requires advance notice and consent before a person captures an individual's biometric identifier for a commercial purpose and regulates disclosure, protection, and destruction of identifiers. HB 149 amended the provision for AI training and public-source media.
LATEST COVERAGE
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.
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.