Topic · Employment screening, video interviews, and bias audits
AI in Hiring
AI in hiring rules govern employment screening tools, video-interview AI, automated rejection, and mandatory bias audits. AIGI tracks every primary-source hiring-AI rule globally, including NY Local Law 144, EU AI Act Annex III, and EEOC guidance. As of the most recent update, AIGI tracks 111 primary-source items on ai in hiring across global jurisdictions.
Coverage at a glance
- Items tracked
- 111
- Jurisdictions
- 8
- Last update
- 1/6/2025
Most active jurisdictions
Recent ai in hiring activity
- NY legislation enacted 1/6/2025
[NY Legislature] S822 (2025-2026): Relates to the disclosure of automated employment decision-making tools and maintaining an artificial intelligence inventory
New York S822 requires disclosure of automated employment decision-making tools, mandates an AI inventory for state services, and protects existing employee rights.
Authority: New York Legislature
- VA legislation enacted 1/14/2026
[VA Legislature] HB1124: Autonomous vehicles; work group to conduct an assessment of workforce impacts, etc.
Virginia directs a work group to assess workforce and labor impacts of autonomous vehicles by November 1, 2026, including stakeholder engagement.
Authority: Virginia General Assembly
- NJ legislation enacted 3/3/2022
[NJ Legislature] S1926 (2022-2023): Regulates use of automated tools in hiring decisions to minimize discrimination in employment.
New Jersey bill S1926 regulates the use of automated tools in hiring decisions to prevent and minimize employment discrimination.
Authority: New Jersey Legislature
- NJ legislation introduced 1/13/2026
[NJ Legislature] S1840 (2026-2027): Creates "New Jersey Responsible AI Advancement and Workforce Protection Act."
New Jersey introduces S1840 to create the "New Jersey Responsible AI Advancement and Workforce Protection Act" to regulate AI use in employment.
Authority: New Jersey Legislature
- NJ legislation introduced 1/13/2026
[NJ Legislature] A2726 (2026-2027): Regulates use of automated employment decision tools in employment decisions to minimize discrimination in employment.
New Jersey A2726 proposes to regulate the use of automated employment decision tools to reduce discrimination in employment.
Authority: New Jersey Legislature
- NY legislation committee 4/30/2026
[NY Legislature] S10147 (2025-2026): Relates to restricting the use of electronic monitoring and automated employment decision tools
New York bill S10147 restricts the use of electronic monitoring and automated employment decision tools without recent impact assessments and requires notice to candidates.
Authority: New York Legislature
- NJ legislation introduced 2/2/2026
[NJ Legislature] S3263 (2026-2027): Regulates use of artificial intelligence-enabled video interview in hiring process.
New Jersey Senate Bill S3263 proposes to regulate the use of artificial intelligence in video interviews during the hiring process.
Authority: New Jersey Legislature
- NY legislation committee 7/7/2023
[NY Legislature] A7838 (2023-2024): Requires the department of labor to study the long-term impact of artificial intelligence on the state workforce
This New York Assembly bill requires the Department of Labor to study AI's long-term impact on the state workforce and prohibits state entities from using AI to displace employees until the study's final report.
Authority: New York Legislature
- NY legislation enacted 1/8/2026
[NY Legislature] S8831 (2025-2026): Relates to the use of automated employment decision-making tools and artificial intelligence systems by certain state and local entities; re
This New York S8831 bill regulates the use of automated employment decision-making tools and artificial intelligence systems by state and local government entities.
Authority: New York Legislature
- NY legislation committee 1/21/2026
[NY Legislature] A9641 (2025-2026): Prohibits algorithmic wage-setting
New York bill A9641 prohibits algorithmic wage-setting and establishes penalties and a private right of action for violations.
Authority: New York Legislature
- NY legislation enacted 1/6/2025
[NY Legislature] S822 (2025-2026): Relates to the disclosure of automated employment decision-making tools and maintaining an artificial intelligence inventory
New York law requires disclosure of automated employment decision-making tools and an AI inventory, protecting existing employee rights.
Authority: New York Legislature
- NY legislation enacted 1/8/2026
[NY Legislature] S8831 (2025-2026): Relates to the use of automated employment decision-making tools and artificial intelligence systems by certain state and local entities; re
Relates to the use of automated employment decision-making tools and artificial intelligence systems by certain state and local entities.
Authority: New York Legislature
+ 99 more items in the full archive — start trial for full access.
Frequently asked questions
- What is AI in Hiring?
- AI in hiring rules govern employment screening tools, video-interview AI, automated rejection, and mandatory bias audits. AIGI tracks every primary-source hiring-AI rule globally, including NY Local Law 144, EU AI Act Annex III, and EEOC guidance.
- How many ai in hiring laws does AIGI track?
- AIGI currently tracks 111 primary-source items under ai in hiring — spanning bills, regulations, enforcement actions, court opinions, and agency guidance from authorities across global jurisdictions.
- Which jurisdictions are most active on ai in hiring?
- Most active jurisdictions on ai in hiring in the current corpus: NY (24), NJ (15), CA (4), VA (2), US (2).
- How current is AIGI's ai in hiring coverage?
- The most recent ai in hiring item AIGI tracked was published on 1/6/2025. AIGI runs continuous ingestion against every active authority source.
- Where do AIGI's ai in hiring citations come from?
- Every item on this page includes a direct link to the relevant government or research document.
Related
Regulatory intelligence
Follow reviewed ai in hiring changes across jurisdictions.
AIGI monitors cited regulatory change and delivers decision-ready analysis. It does not monitor customer AI systems or enforce policy.