AI in hiring and workplace monitoring laws by state
97 bills on AI in hiring and workplace monitoring in 25 jurisdictions, 12 of them enacted in 2025 and 2026. The laws come first, with what each requires, then the bills that moved most recently.
- 12 laws enacted in 2025 and 2026, in 6 states. Most: California (5), Connecticut (2), New York (2).
- 97 bills in 25 jurisdictions, 5 of them in Congress. Latest action 1 October 2026.
Updated 2 November 2026LawsRecent billsBy state
Enacted in 2025 and 2026
12 laws, by state. Laws enacted before 2025 are not listed.
California
Enacted
AB 1331: Workplace surveillance.
Employers must not use workplace surveillance tools to monitor workers in bathrooms, locker rooms, changing areas, or lactation spaces. Employers must not use audio surveillance in employee-only breakrooms or cafeterias. Workers have the right to leave behind surveillance tools on their person when entering these areas, employee-only breakrooms, public bathrooms, or during off-duty hours, unless required by law to remain available.
Takes effect 1 January 2027
Enacted
AB 1883: Workplace surveillance tools.
An employer shall not use a workplace surveillance tool to prevent compliance with laws, infer protected activity, make inferences about emotional state or gait, or collect neural data. An employer shall not use facial recognition technology to make inferences about a worker for firing, deactivation, or disciplinary purposes. An employer shall not use a workplace surveillance tool to infer a worker's protected status.
Takes effect 1 January 2027
Enacted
SB 947: Employment: automated decision systems.
Employers must not use automated decision systems to infer protected status, conduct predictive behavior analysis for employment decisions, or rely solely on ADS for disciplinary, termination, or deactivation decisions. Employers must provide workers written notice and data access upon request when primarily relying on ADS for such decisions.
Takes effect 1 January 2027
Enacted
SB 951: Employment: technological displacement: notice.
Employers must provide at least 60-day advanced written notice to affected workers, the Employment Development Department, local workforce investment boards, and city and county officials before any technological displacement of 50 or more workers caused by AI or automation. Employers with more than 100 workers must offer affected workers right of first bid on other positions and cannot discharge them without reasonable cause during the 60-day notice period.
Takes effect 1 January 2027
Enacted
SB 53: Artificial intelligence models: large developers.
Large frontier developers must write, implement, and publish frontier AI frameworks describing their approach to catastrophic risk management. They must publish transparency reports before deploying new or substantially modified frontier models. Large frontier developers must transmit quarterly summaries of catastrophic risk assessments to the Office of Emergency Services. Frontier developers must report critical safety incidents within 15 days, or 24 hours if imminent risk exists.
Took effect 1 January 2026
Colorado
Enacted
HB 1272: Extreme Temperatures Worker Protections
Adds definitions and establishes requirements for principals to develop temperature-related injury and illness prevention plans protecting workers from extreme heat and cold, including provisions for potable water, rest areas, acclimatization, and emergency response procedures.
Connecticut
Enacted
SB 472: An act concerning the electronic surveillance of employees.
Employers must give prior written notice to employees about electronic monitoring types and specific locations before monitoring occurs, except when the employer has reasonable grounds to believe employees are engaged in illegal conduct, violate legal rights, or create hostile workplace environments. Employers must provide new hires with a plain language statement about prohibited activities that may be monitored without notice.
Took effect 1 October 2026
Enacted
SB 439: An act concerning electronic surveillance devices and systems and self-service kiosks in employee lounges.
Employers must not operate electronic surveillance devices or systems in employee lounges, restrooms, or locker rooms. Exception: employers may operate surveillance in lounges if a self-service kiosk is present, provided the system records no audio and only records the kiosk area.
Took effect 1 October 2026
Maine
Enacted
LD 61: An Act To Regulate Employer Surveillance To Protect Workers
Employers must provide written notice at least once per calendar year to all current employees that the employer engages in employer surveillance. Employers must not conduct audiovisual monitoring of employees in their residences, personal vehicles, or on their property unless such monitoring is required by the employer for duties of the job.
New York
Enacted
S 8831: Relates to the use of automated employment decision-making tools and artificial intelligence systems by certain state and local entities; repealer
Covered entities that utilize automated employment decision-making tools must publish a list of such tools on their website no later than December 30 next succeeding the date this section becomes law, and annually thereafter, to the extent feasible. The use of artificial intelligence systems shall not affect existing collective bargaining rights, result in discharge or displacement of employees, or transfer existing duties to artificial intelligence systems.
Enacted
S 822: Relates to the disclosure of automated employment decision-making tools and maintaining an artificial intelligence inventory
State agencies that utilize automated employment decision-making tools must publish a list of such tools on their website by December 30 next succeeding the effective date and annually thereafter, including a description, start date, purpose and use summary, and other relevant information. The office must maintain an inventory of state agency artificial intelligence systems and post it on the New York state open data website by December 30 next succeeding the effective date and annually thereafter.
Took effect 1 July 2025
Washington
Enacted
HB 2303: Prohibiting employers from microchipping employees.
Employers may not request, require, or coerce any employee to have a microchip implanted in the employee for any reason. The definition of microchip excludes devices implanted for diagnosis, monitoring, treatment, or prevention of a health condition.
Bills that moved most recently
The 25 open AI in hiring and workplace monitoring bills with the latest action. The Employment and Labor Legislation Tracker follows all 97.
New Jersey S 4075: Regulates use of artificial intelligence-based systems for electronic monitoring regarding employment and public services.
What it would do: Regulates artificial intelligence-based systems for employment monitoring and public service decisions by requiring impact assessments, prohibiting invasive surveillance and discriminatory uses, mandating employee notification and appeal rights, and establishing human oversight requirements.
Passed committee
Michigan HB 6417: Labor: other; community and worker economic transition activities; provide to workers who have employment tied to an industry affected by the adoption or implementation of artificial intelligence. Amends sec. 5 of 2023 PA 232 (MCL 408.915).
What it would do: Amends the Community and Worker Economic Transition Act to add workers with employment tied to industries affected by artificial intelligence adoption or implementation to the definition of transition-impacted industry eligible for transition activities and economic support.
In committee
New Jersey A 5502: "Fair Wage Protection Act"; prohibits use of surveillance wage setting through use of wage setting algorithm.
In committee
Congress H.R. 9907: LEARN AI Act
In committee
California SB 238: Workplace surveillance tools.
What it would do: Requires businesses with more than 100 employees to annually notify the Department of Industrial Relations, employees, and unions of all workplace surveillance tools used, including categories of information collected and data sharing practices. Imposes $500 civil penalty per violation and requires the department to report findings to the Legislature by January 1, 2029.
Passed chamber
Pennsylvania HB 2669: An Act providing for employer disclosure when employee layoffs occur due to an employer's use of artificial intelligence or other technological change; and imposing civil penalties.
In committee
New Jersey A 5316: Establishes five-year "New Jersey Artificial Intelligence Workforce Transition Act."
In committee
Congress S. 4833: No Robot Bosses Act
In committee
Rhode Island SB 2499: An act relating to labor and labor relations -- artificial intelligence use and fair employment practices
What it would do: Creates Chapter 5.2 regulating employers' use of automated decision systems and electronic monitoring tools in employment decisions. Requires meaningful human oversight, prohibits relying primarily on electronic monitoring data for hiring, promotion, discipline, or compensation decisions, and mandates disclosure of monitoring use within 30 days.
Passed chamber
New York A 9581: Requires covered businesses to annually report to the department of labor regarding the impact of artificial intelligence on hiring and the nature of artificial intelligence use
What it would do: Requires covered businesses with more than 50 employees or publicly traded entities to report annually to the Department of Labor by March 1st on artificial intelligence's impact on hiring and the nature of AI use, including employment data and AI usage information.
Passed chamber
New York A 3779: Relates to restricting the use of electronic monitoring and automated employment decision tools
In committee
California SB 1011: Energy: Utility Infrastructure AI Safety, Oversight, and Workforce Protection Act.
What it would do: Requires the Public Utilities Commission to adopt standards by January 1, 2028 for electrical and gas corporations' use of artificial intelligence models, including disclosure, human review requirements, and workforce protections. Requires community choice aggregators and local publicly owned electric utilities to adopt consistent policies.
Floor vote
California AB 1898: Workplace artificial intelligence tools.
What it would do: Requires employers to provide written notice to workers about workplace AI tools used for employment decisions or surveillance, including specific information about the tool's purpose, data collected, and job impacts. Establishes enforcement by the Labor Commissioner or public prosecutors, with penalties up to $500 per violation.
Passed committee
California AB 2027: Worker data: prohibitions: artificial intelligence.
What it would do: Prohibits employers from using worker personal information to train artificial intelligence systems to replicate, automate, or replace jobs, and prohibits selling or disclosing such information to third parties for that purpose. Requires vendor contracts to include data security protections and establishes enforcement by the Labor Commissioner, public prosecutors, and private civil actions with penalties up to $500 per violation.
Passed committee
Ohio HB 828: Regards use of automated employment decision tools
What it would do: Prohibits employers, employment agencies, and personnel placement services from relying solely on automated employment decision tools for hiring, promotion, or disciplinary decisions. Requires human review of tool outputs, written notice to workers at least ten days before use, and provision of alternative assessments upon request.
In committee
New York S 10290: Relates to restricting the use of electronic monitoring and automated employment decision tools
In committee
New Jersey A 4981: Regulates use of artificial intelligence-based systems for electronic monitoring regarding employment and public services.
In committee
North Carolina HB 1161: Omnibus Artificial Intelligence Protections.
What it would do: Prohibits artificial intelligence use in political advertisements with criminal penalties and campaign restrictions. Allows schools to restrict student AI use, requires AI instruction in middle and higher education, mandates bias audits and disclosure for employer hiring algorithms, prohibits insurers from using AI as primary claim processing method, and restricts generative AI use in court filings.
In committee
New York A 11175: Relates to notification requirements of public employers regarding intentions to acquire or deploy any new application or technology that utilizes artificial intelligence
In committee
Congress S. 4476: Workforce Transparency Act of 2026
In committee
New York A 9533: Enacts the automation displacement protection act
In committee
Minnesota HF 3794: Surveillance-based price and wage discrimination prohibited.
What it would do: Prohibits using automated decision systems to set individualized prices or wages based on surveillance data about consumers or workers, with exceptions for cost differences, equal-term discounts, insurance risk data, and wage data directly related to job tasks with disclosure.
In committee
Connecticut SB 435: An act concerning automated decision systems protections for employees.
What it would do: Establishes protections for employees regarding automated employment-related decision processes, requiring developers and deployers to provide disclosures, conduct bias audits, ensure human review, and allow appeals. Creates liability for violations and restricts artificial intelligence use in state employment and collective bargaining agreements.
Passed committee
California AB 2487: Artificial intelligence: education and workforce development.
Passed committee
Minnesota SF 4576: Notice and a transitional employment period required for employees displaced by artificial intelligence, and penalties imposed
What it would do: Requires covered employers with 50+ full-time employees in Minnesota to provide 90 days advance notice and a 90-day transitional employment period with continued wages and retraining before displacing employees through artificial intelligence, with penalties up to $10,000 per willful violation and ineligibility for state incentives for five years.
Passed committee
AI in hiring and workplace monitoring laws, state by state
- New York20 bills, 2 enacted
- New Jersey14 bills
- California13 bills, 5 enacted
- Colorado5 bills, 1 enacted
- Connecticut5 bills, 2 enacted
- Congress5 bills
- Michigan3 bills
- Minnesota3 bills
- Texas3 bills
- Washington3 bills, 1 enacted
- Georgia2 bills
- Iowa2 bills
- Massachusetts2 bills
- Maryland2 bills
- Pennsylvania2 bills
- Rhode Island2 bills
- Virginia2 bills
- Vermont2 bills
- Illinois1 bill
- Indiana1 bill
- Louisiana1 bill
- Maine1 bill, 1 enacted
- North Carolina1 bill
- Ohio1 bill
- South Dakota1 bill
Questions
Which states have AI in hiring and workplace monitoring laws?
States that enacted AI in hiring and workplace monitoring laws in 2025 and 2026: California (5), Connecticut (2), New York (2), Colorado (1), Maine (1) and Washington (1). Laws enacted before 2025 are not listed here.
Which states have the most AI in hiring and workplace monitoring bills?
New York (20), New Jersey (14), California (13), Colorado (5) and Connecticut (5). In all, 97 bills in 25 jurisdictions, the latest action on 1 October 2026.
What do AI in hiring and workplace monitoring bills cover?
Automated employment decision tools in hiring, promotion and discipline, electronic monitoring and surveillance of workers, notice of technological displacement. Each enacted law above has a line on what it requires.
Is this legal advice?
No. Which bills count as AI in hiring and workplace monitoring bills, and the line on what each law requires or each bill would do, are drafted by software and not reviewed by an attorney. Every bill links to the legislature’s own record: read the text before relying on it. The list covers bills from the 2025 and 2026 sessions.
Follow AI in hiring and workplace monitoring bills in every state
The Employment and Labor Legislation Tracker sends the bills that moved and a monthly report you can forward to a client.