50-State Guide to AI in Hiring Regulations (Current Laws + Pending Bills)

Lawmaking is fast, but AI is faster. So far, six states have laws about using AI in hiring, but at the rate things are going, we expect that to change soon. This guide will be updated frequently, so check back often.

[Last update: April 15, 2026]

Artificial intelligence is part of the hiring process now, even if you don’t think of it that way. Resume screening software, chatbots for applicant questions, scheduling tools to sort candidate availability, and even the job posting sites all have AI in them. AI has permeated pretty much every aspect of modern human life online, but there are still no federal regulations about how we use it. However, many states that have strong employment laws are already implementing guardrails around how employers can and cannot use AI in hiring processes.

What Kinds of Laws are We Talking About?

This guide is for your reference, not legal advice. When we’re talking about staying compliant with the state laws governing AI in hiring, these are the types of regulations you’ll need to know about:

• Disclosure requirements. Tell the candidate about any AI use and explain how you intend to use it. Some states also may require you to offer candidates an opt-out.
• Bias audit requirements. States may require you to conduct and publish independent audits of your AI tools. This can help minimize discrimination, since general tools have a tendency to be biased.
• Use of likeness. Using un-approved AI to reproduce a voice, image, or video without consent can void employment agreements. Yes, this is about deepfakes. 
• Human-in-the-loop. Using AI hiring tools without bringing in human expertise can violate new laws in some states.

For a lot of health and dental practices, using AI at work is synonymous with radiology, but there are some strong cases for bringing it into your HR and admin processes. When done well, that can also include some components of hiring. The trick is to choose the right tools, know exactly how you plan to use them, and to set guardrails for implementation.

State-by-State Guide to Artificial Intelligence and Hiring Laws

Today, there’s a patchwork of state and local laws that govern how employers may and may not use AI in hiring processes and decision-making. Some of it is in effect now, and a lot of it is pending, but everyone is talking about it. Here’s where it stands.

Regulations Move Fast, and So Does HR for Health

We’re a human resources solution, so we definitely care about the human part. At the same time, we know your questions can’t always wait. That’s why we created Harvey, your AI-powered HR assistant, built directly into HR for Health. Harvey gives you fast, reliable guidance for everyday HR questions using HR for Health approved sources, your own policies and state-specific rules. 

P.S. Harvey does not replace any of our real live human HR experts, and it does not provide legal, tax, or hiring advice. Harvey is your answer-finder and document helper. Regardless of your state’s regulations and whatever AI laws are in the pipeline, you should always speak with an expert for anything complex, high-risk or sensitive. 

If your state rolls out new laws about AI in hiring, HR for Health users will be the first to know. We constantly check the laws so you don’t have to, and we won’t let you fall behind. Want to get ahead? Schedule a quick demo of HR for Health.