Employers tracking workplace artificial intelligence (AI) regulations and legislation may know that 2026 has been eventful, but not in a way that simplifies compliance.
Several new state AI laws took effect on January 1, 2026, and state legislatures continue to consider new bills. The federal government, however, continues to push to preempt state regulation of AI, but that effort is slow-moving and faces legal and political headwinds.
What You Need to Know - State Laws Take Effect on Different Timelines: Colorado repealed its original AI law and replaced it with SB 26-189, effective January 1, 2027, which imposes narrower notice and disclosure duties. Connecticut is moving faster, requiring covered employers to disclose, starting October 1, 2026, whether AI contributed to certain mass layoffs.
- California Bill Awaits Action by Governor: The “No Robo Bosses Act” would bar employers from relying solely on automated systems to fire or discipline workers and would require human oversight of those decisions. The California Legislature passed the bill, and Governor Gavin Newsom has until September 30, 2026, to sign or veto it.
- Federal Bill Preserves State Authority: The discussion draft of the most comprehensive federal AI bill in Congress would carve out state authority over employment-related AI use from its preemption provisions. As a result, existing state AI laws governing employment are highly likely to remain intact even if this legislation is enacted as drafted.
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