The US has no comprehensive federal AI law. In 2026, a wave of state-level laws is taking effect: California’s AI Transparency Act and Generative AI Training Data Transparency Act (effective January 1, 2026) require disclosure of AI-generated content and public summaries of training datasets. Texas’s Responsible AI Governance Act (TRAIGA, January 1, 2026) applies to developers and deployers of high-risk AI systems. Colorado’s AI Act (delayed to June 30, 2026) requires bias impact assessments, worker notification, and a right to appeal AI-driven employment decisions. Illinois (January 1, 2026) amended its Human Rights Act to cover AI-driven discrimination in hiring, firing, and training decisions. In December 2025, President Trump signed an executive order aimed at challenging state-level AI laws, though this does not currently preempt enacted state statutes.
Who it affects: Employers using AI in hiring and employment decisions face the most immediate obligations. HR teams in Colorado, Illinois, Texas, and California must document, notify, and provide appeal mechanisms. Workers in those states gain new rights. Companies operating across multiple states face inconsistent and sometimes conflicting requirements.
What is notably missing: No federal law and no national standard for AI training or ethics education in the workplace. State laws focus narrowly on discrimination and hiring decisions; none require employers to train employees on AI use, AI risks, or AI ethics. The Trump executive order signals deregulatory intent at the federal level, creating uncertainty about the longevity of state-level protections.