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AI Hiring Law Checker: Which AI Hiring Laws Apply to You?
Tick where you hire and what your AI tools do, and see which AI hiring laws apply in the US, EU and UK: what each requires, when it starts and where the source is. Free, runs in your browser, law as of October 2026.
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What it does
Tick where you hire and what your AI tools do. See which AI hiring laws apply, what each requires and when it starts.
AI hiring rules now differ by city, state and country, and several changed in 2026. New York City wants bias audits, Illinois and Connecticut want notices, California has rules now and more in 2027, Colorado rewrote its law and a court paused it, and the EU moved its main deadline to December 2027. This checker shows only the rules that apply to the places you hire and the tools you use.
Which AI hiring laws apply to you?
Tick where your candidates or jobs are and what your AI tools do. You get the laws that apply, what each asks of you and when it starts.
Law as of October 5, 2026. This is a plain English guide, not legal advice. Nothing you tick leaves this browser; your answers are saved on this device.
Which AI hiring laws changed in 2026?
| Where | What changed | When |
|---|---|---|
| European Union | High risk duties for recruiting AI moved to December 2, 2027 by Regulation 2026/1744 | In force July 27, 2026 |
| Colorado | The 2024 AI Act was replaced by SB 26-189; enforcement is paused by a federal court | Due January 1, 2027 |
| Connecticut | SB 5 signed: AI is no defense to discrimination claims now, notices from 2027 | October 1, 2026 and 2027 |
| California | No Robo Bosses Act (SB 947) signed for discipline and firing decisions | July 1, 2027 |
| Illinois | AI rules in the Human Rights Act took effect; draft agency rules withdrawn | January 1, 2026 |
| Texas | TRAIGA bans AI used with intent to discriminate | January 1, 2026 |
| United Kingdom | New UK GDPR rules on automated decisions under the Data Use and Access Act | February 5, 2026 |
How does the checker decide what applies?
Each law is matched on two things: where the job or candidate is, and whether your tool helps make a decision about people. A tool that screens, ranks, tests, interviews or scores candidates is covered by far more rules than one that only drafts an email. Federal discrimination law shows up for every US location because it covers any way you choose people.
Frequently asked questions
Does using ChatGPT to rank resumes count?
It can. If a general assistant scores, ranks or filters candidates and you act on the result, treat it as a screening tool and tick that box. What candidate data can you put into ChatGPT? covers the data side.
I recruit for clients. Are these my problem or theirs?
Often both. New York City’s law names employment agencies, and California treats agencies acting for an employer as its agents. Choose “Clients” in step 3 and agree in writing who runs audits and sends notices.
How current is this?
Every law was checked against the statute or the regulator’s own page on October 5, 2026, and each result links to its source. This area changes often, so recheck before a big decision.
Is this legal advice?
No. It is a plain English guide to help you ask the right questions. Check your own situation with an employment lawyer.
Next: learn how audits work in What is an AI bias audit?, write your candidate notice with What should you tell candidates about AI?, and compare HR compliance tools.
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