Home > Resources > HR compliance > AI laws by state and locality | 50-state chart

AI laws by state and locality

Brightmine resource graphic

Published: November 27, 2024 | Updated: March 25, 2025 | by Brightmine Editorial Team

The use of artificial intelligence (AI) tools, including generative artificial intelligence (GenAI) platforms, is spreading fast in workplaces as employers and employees alike implement these tools in their everyday processes and practices. And while the legal and regulatory landscape is evolving to ensure employers implement them in a compliant and responsible manner, there is a growing patchwork of state and local laws.

For example, several jurisdictions have passed laws to prevent the discriminatory impact caused by using AI tools during the recruiting and hiring phase. These laws often address the use of facial recognition technology, automated employment decision tools or AI analysis of interviews. As employers continue to implement AI tools in their workflows, decision-making and products, it will become increasingly important to understand and comply with applicable laws and regulations.

This chart covers laws related to employment and HR; it does not cover laws that require businesses to notify consumers of their use of AI tools. Though we make every effort to identify and track all relevant legislation, this chart may not be entirely exhaustive.

State and local AI laws

The following states and localities have current, enacted or proposed AI laws:

California

Bill numberStatusDescription
2023 Bill Text CA A.B. 2602CurrentEmployment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.
A 2930ProposedRequires deployers or developers of an automated decision system to perform an impact assessment before the system is deployed and annually thereafter and submit any impact assessment to the California Civil Rights Department

Colorado

Bill numberStatusDescription
2024 Bill Text CO S.B. 205EnactedEffective February 1, 2026, an employer must comply with high-risk AI system standards, bias audits for AI systems in employment and insurance

Illinois

Bill numberStatusDescription
2023 Bill Text IL H.B. 4762CurrentEmployment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.
Artificial Intelligence Video Interview Act, 2019 Bill Text IL H.B. 2557CurrentEmployers must comply with consent and data retention policies, and must provide disclosure if they ask applicants to record video interviews and use an AI analysis of the applicant-submitted interviews.
2023 Bill Text IL H.B. 3773, amending the Illinois Human Rights Act (IHRA)EnactedEffective January 1, 2026, employers are prohibited from using AI in recruiting, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or terms and conditions of employment when the AI use subjects employees to discrimination based on a protected class

Maryland

Bill numberStatusDescription
2020 Bill Text MD H.B. 1202CurrentEmployers must be transparent and follow ethical guidelines, and obtain employee consent to use AI-based facial recognition technology in hiring.

New York

Bill numberStatusDescription
2023 Bill Text NY S.B. 7676CurrentEmployment agreements are unenforceable if a provision allows for the creation and use of a digital replica of the worker’s voice or likeness.

New York – New York City

Bill numberStatusDescription
NYC Administrative Code § 20-871CurrentUse of bias audits and transparency for AEDT systems in hiring and promotions.

Virginia

Bill numberStatusDescription
2024 Bill Text VA H.B. 2094VetoedRequires deployers and developers of high-risk AI systems to implement measures to prevent algorithmic discrimination.