Amends the Illinois Human Rights Act (775 ILCS 5/) to prohibit employers from using artificial intelligence that has the effect of subjecting employees to discrimination based on protected classes, and from using zip codes as a proxy for protected classes. Requires employers to notify employees when AI is used in recruitment, hiring, promotion, discharge, discipline, or other terms and conditions of employment. Defines "artificial intelligence" and "generative artificial intelligence" for purposes of the Act.
Key Requirements
AI Discrimination Prohibition Cannot use AI that has the effect of subjecting employees to discrimination on the basis of protected classes identified under the Illinois Human Rights Act
Zip Code Proxy Ban Cannot use zip codes as a proxy for protected classes under the Illinois Human Rights Act
Employee Notice of AI Use Must provide notice to an employee that the employer is using AI for recruitment, hiring, promotion, discharge, discipline, or other employment-related decisions
Effective: 2026-01-01
Enacted 2019 (PA 101-260), effective 2020-01-01. Amended by PA 102-47 (effective 2022-01-01) to add DCEO demographic reporting. Regulates Illinois employers who use AI to analyze applicant video interviews. Requires notice, explanation of AI, and consent before analysis; limits video sharing; mandates 30-day deletion on applicant request; and requires annual demographic reporting to DCEO for employers that rely solely on AI video analysis to decide who advances to an in-person interview.
Key Requirements
Notice, Explanation, and Consent Before any AI analysis of a video interview, notify the applicant that AI may be used, explain how the AI works and what characteristics it evaluates, and obtain consent (Section 5)
Video Sharing Restrictions May share applicant videos only with individuals whose expertise or technology is necessary to evaluate the applicant's fitness (Section 10)
30-Day Deletion on Request Upon applicant request, employer must delete the video within 30 days and instruct all other recipients with copies or backups to delete them (Section 15)
Annual DCEO Demographic Reporting Employers that rely solely on AI video analysis to decide who advances must collect race/ethnicity data for applicants who are and are not offered in-person interviews and for applicants hired, then report annually to DCEO by December 31 (Section 20, added by PA 102-47)
Effective: 2020-01-01
On 2026-05-14 Governor Polis signed SB 26-189, which repeals and reenacts the Colorado AI Act (originally SB 24-205). The new law abandons the risk-management / annual-impact-assessment model and replaces it with a disclosure-and-notice framework governing "automated decision-making technology" (ADMT) that makes or substantially influences "consequential decisions" (education, employment, housing, financial services, insurance, healthcare, government services). The statute formally takes effect 2026-08-12 (no safety clause), but all substantive compliance obligations — for both deployers and developers — begin 2027-01-01, which is the operative date for regulated businesses; the Attorney General's implementing rules are also due by 2027-01-01. The AG has stated he will not enforce until the mandatory rulemaking process concludes.
Key Requirements
Interaction Notice Deployers must give clear notice at the point of interaction when a consumer interacts with an automated decision-making technology (ADMT)
Adverse-Outcome Disclosure Provide a plain-language explanation within 30 days of an adverse consequential decision made or substantially influenced by an ADMT
Data Correction Right Allow consumers to request correction of factually incorrect personal data used by the ADMT
Meaningful Human Review Provide meaningful human review and reconsideration after an adverse consequential decision
Developer Documentation Developers must supply technical documentation (intended uses, known harmful uses, training-data categories, known limitations and risks, and instructions enabling meaningful human review), notify deployers of material updates, and retain compliance records for 3+ years. Like all duties under the act, these obligations begin 2027-01-01
Effective: 2027-01-01
Signed June 22, 2025; effective January 1, 2026. TRAIGA is Texas's primary comprehensive AI governance law from the 89th Legislature. It establishes prohibited AI practices applying to all entities that promote, advertise, or conduct business in Texas, produce products or services for Texas residents, or develop/deploy AI systems in the state. Key prohibitions cover behavioral manipulation (inciting self-harm, violence, or criminal activity), government social scoring, unlawful discrimination, government biometric identification from public sources without consent, and constitutional rights infringement via AI. Government agencies must disclose to consumers when they are interacting with an AI system, using clear and conspicuous language free of dark patterns; healthcare-provider AI disclosure to patients is governed separately by Texas SB 1188. Enforcement is exclusively by the Texas Attorney General; no private right of action exists. A 36-month regulatory sandbox program allows companies to test AI systems with certain requirements waived. The law also establishes the Texas Artificial Intelligence Council (seven members) to advise on ethical, privacy, and public safety implications — though the Council cannot adopt binding rules.
Key Requirements
Prohibition on Behavioral Manipulation Cannot develop or deploy AI systems intentionally designed to incite or encourage a person to commit physical self-harm (including suicide), harm another person, or engage in criminal activity
Government Social Scoring Ban Government entities cannot use AI to assign detrimental categorical scores to individuals based on their behavior or personal characteristics
Biometric Identification Prohibition (Government Entities) Government entities cannot use AI with publicly available images or data to uniquely identify individuals via biometric identifiers without consent (law enforcement and fraud prevention excepted). This prohibition does not apply to private-sector employers; their biometric consent obligations for AI tools — such as video-interview face or voice capture — are governed by Texas's CUBI statute (Tex. Bus. & Com. Code §503.001), which TRAIGA amended effective January 1, 2026
Unlawful Discrimination Prohibition Cannot intentionally deploy AI to discriminate against protected classes under state and federal law; note that disparate impact alone is insufficient to prove intent
Constitutional Rights Protection Cannot develop or deploy AI systems designed to infringe constitutional rights or target individuals based on constitutionally protected characteristics
AI Interaction Disclosure Government agencies must disclose to consumers, before or at the time of interaction, that they are interacting with an AI system; disclosures must be clear and conspicuous with no dark patterns. Healthcare-provider AI disclosure to patients is governed separately by Texas SB 1188 (effective September 1, 2025), not by TRAIGA
Effective: 2026-01-01
Public Act 23-16 — the enacted form of Connecticut SB-1103 (2023 session). Signed by Governor Ned Lamont on June 7, 2023, making Connecticut among the first states to impose oversight on state agency use of AI. Government-only scope: does NOT directly regulate private-sector AI. Requires state agencies to complete impact assessments before deploying AI systems, publish a public AI inventory, and submit annual reports to the joint standing consumer-protection committee. Sections 1–3 effective July 1, 2023; Section 4 effective October 1, 2023; Section 5 effective upon passage.
Key Requirements
State Agency AI Impact Assessments State agencies may not employ AI systems that have not undergone impact assessments or that result in unlawful discrimination or disparate impact against specified individuals or groups
Public AI Inventory All inventory reports detailing AI systems used by state agencies and the Judicial Department must be publicly accessible online, with the Department of Administrative Services making its inventories available on the state's open data site
Annual Consumer-Protection Report Annual report to the joint standing committee on consumer protection, due February 15 beginning 2025 and annually thereafter
Effective: 2023-07-01
Public Act 25-113 amended Connecticut General Statutes Section 42-522 to require covered controllers that profile consumers for decisions producing legal or similarly significant effects to conduct and document an impact assessment. The amendment took effect July 1, 2026, and the new impact-assessment requirements apply prospectively to processing activities created or generated on or after August 1, 2026. This is a private-controller consumer- data regime, distinct from SB-1103's state-agency AI assessments.
Key Requirements
Profiling Impact Assessment Controllers engaged in profiling for decisions that produce legal or similarly significant effects must document the purpose, inputs, outputs, risks, mitigations, performance limits, transparency measures, monitoring, and safeguards
Prospective Application The new impact-assessment requirement applies to processing activities created or generated on or after August 1, 2026, and is not retroactive
Attorney General Access The Connecticut Attorney General may require disclosure of an assessment relevant to an investigation; disclosed assessments remain confidential
Effective: 2026-07-01