Pro-Human AI Legislation

California AB 1066 (proposed 2024) would have required employers to notify workers at least 30 days before deploying automated decision systems that could affect their employment terms, conditions, or performance evaluations. The bill aimed to give workers time to prepare, retrain, or challenge AI-driven decisions that…

California SB 1047 (2024) would have required developers of large AI foundation models to implement safety protocols and conduct testing before deploying systems that could affect critical infrastructure, including employment systems. The bill created a Board of Frontier Models and established liability for AI harms. G…

The EU AI Act (Regulation 2024/1689), adopted in May 2024, classifies AI systems used in employment — including CV sorting, interview analysis, task allocation, and performance monitoring — as high-risk AI. Employers must conduct conformity assessments, maintain logs, provide transparency to workers, and ensure human o…

Washington SB 5649 requires employers using automated decision tools for employment-related decisions to disclose their use to affected workers and explain the factors considered. Workers have the right to request human review of any adverse employment decision made with the assistance of an automated system. The law a…

The Protecting Workers from Automation Act (proposed 2023) would require large employers to give workers at least 180 days' notice before implementing AI or automation technologies that will eliminate or substantially change 50 or more jobs. The bill also creates a federal fund to provide retraining assistance to displ…

New York State Senate Bill S5641A (proposed) would require employers to notify current and prospective employees when automated employment decision tools are used and provide an explanation of the decision criteria. The bill also creates a private right of action for workers harmed by non-compliant AI systems, going be…

The No Robot Bosses Act (proposed 2023, S. 1525) would prohibit employers from using automated decision systems to make consequential employment decisions without human oversight and review. The bill requires that a human decision-maker review any AI recommendation before it is used to hire, fire, promote, or disciplin…

New York City Local Law 144 of 2021 requires employers and employment agencies using automated employment decision tools (AEDTs) to conduct independent bias audits before deploying them for hiring or promotion. Results of the bias audit must be made publicly available, and candidates must be notified that an AEDT is be…

Colorado SB21-169 restricts insurers from using external consumer data and algorithms in ways that create unfair discrimination. The law requires insurers to demonstrate that AI and algorithmic tools used for underwriting, pricing, and claims do not unfairly discriminate against protected classes. Regulators gained aut…

Maryland HB 1202 prohibits employers from using facial recognition technology during job interviews without applicant consent. Employers who use facial recognition in pre-employment interviews must first obtain written consent from the applicant, making Maryland one of the first states to restrict AI facial recognition…

The Illinois Artificial Intelligence Video Interview Act (Public Act 101-0260) requires employers to notify applicants when AI is used to analyze video interviews and to explain how the AI evaluates candidates. Employers must obtain consent before using AI analysis and must delete video recordings upon request within 3…