Source: JDSupra

This article by the law firm Ice Miller, published on JDSupra, provides a comprehensive overview of the new artificial intelligence laws affecting employment and hiring that have come into force at the start of 2026. With no overarching federal law yet in place, a patchwork of state regulations is emerging, creating significant compliance hurdles for multi-state employers. The analysis highlights key legislation in states such as California, which now requires human oversight in all employment decision-making effective October 2025, and Illinois, where the new House Bill 3773 mandates expansive notification to candidates when AI is used for recruitment or promotion.

The article also details regulations in Colorado, where the Artificial Intelligence Act (effective February 2026) classifies hiring and termination as "high-risk" AI areas requiring risk management policies and impact assessments. New York City continues to enforce its bias audit requirements, while Texas has enacted a ban on intentional discrimination resulting from AI tools, granting exclusive enforcement power to the state attorney general. The piece advises employers to catalog their AI tools, understand the scope of their automated decision-making, and ensure they are prepared for the increasing legal scrutiny on algorithmic discrimination and transparency in the workplace.