CA · SB 947Enacted
No Robo Bosses Act
- Type
- Exit-stage
- Effective
- July 1, 2027
Prohibits AI-only terminations; requires human corroboration of ADS decisions
Primary source ↗← Policy Radar archive
Weekly report
Policy Radar — Week of October 21, 2026
Last updated Oct 20, 2026, 2:14 PM UTCNext update October 28, 2026
01 · Executive summary
What moved this week.
PinkSlipped's Policy Radar for the week of October 21, 2026: Quiet week following California's September 30 signings. Colorado AG's October 6 interim draft ADMT rules face critical October 26 comment deadline and public hearing. Connecticut's WARN AI disclosure (effective October 1) is the first in the nation. No new state bills introduced. Federal preemption threat continues.
Each entry below names its source. Policy Radar is an editorial briefing, not legal advice: confirm the current text with the legislature or an attorney before relying on any item, and don't assume a proposal applies to your situation.
Key takeaway for workers: disclosure and human-review rules matter only when you know they exist. Save notices, screenshots, decision emails, and any statement that an automated system influenced hiring, promotion, discipline, or termination.
In brief
- Colorado ADMT interim draft rules: public comment and hearing deadline October 26
- Connecticut CART Act WARN disclosure in effect since October 1
- California SB 947 and SB 951 signed September 30; compliance starts 2027
Landscape: 3 in effect, 3 enacted for a future date and 2 still proposals.
02 · State-by-state tracker
The current landscape.
Sort the table or narrow it to the status, type, or state that matters to you.
Status
Type
State
Sort by
CA · SB 951Enacted
Worker Technological Displacement Act (Cal/WARN AI Disclosure)
- Type
- Both
- Effective
- January 1, 2027
Requires AI/automation disclosure in mass layoff WARN notices
Primary source ↗CO · SB 26-189Enacted
Automated Decision-Making Technology Act
- Type
- Both
- Effective
- January 1, 2027
ADMT Act takes effect Jan 1, 2027; interim draft rules released Oct 6, comment deadline Oct 26
Primary source ↗CT · SB 5Effective
AI Responsibility & Transparency Act (CART Act)
- Type
- Both
- Effective
- October 1, 2026
WARN AI disclosure and anti-discrimination provisions now in force
Primary source ↗IL · HB 3773Effective
AI Employment Discrimination Act
- Type
- Re-entry
- Effective
- January 1, 2026
In effect since Jan 1, 2026; IDHR withdrew proposed rules June 2026, no timeline for re-proposal
Primary source ↗NJ · S1840Committee
Responsible AI Advancement & Workforce Protection Act
- Type
- Both
- Effective
- Not set
In Senate Labor Committee since January 2026; no recent movement
Primary source ↗NJ · S4458Committee
AI Workforce Transition Act
- Type
- Both
- Effective
- Not set
Introduced June 15, 2026; in Senate Labor Committee
Primary source ↗NYC · Local Law 144Effective
Automated Employment Decision Tools
- Type
- Re-entry
- Effective
- January 1, 2023
Bias audit and notice requirements in effect since Jan 2023
Primary source ↗03 · This week's movers
The developments that matter.
EnactedTier 1
CA SB 947 — No Robo Bosses Act
Prohibits AI-only terminations; requires human corroboration of ADS decisions
What this means for you
California banned algorithmic firing. Starting July 2027, every AI-assisted termination or discipline requires a human who can independently corroborate the decision. If they can't, the AI output dies. This is not a rubber-stamp standard—it's corroboration. Document your human review process now. Federal preemption remains the wild card; DOJ could challenge before the law takes effect.
Source: https://www.morganlewis.com/pubs/2026/10/california-enacts-new-laws-governing-employer-use-of-ai ↗
EnactedTier 1
CA SB 951 — Worker Technological Displacement Act (Cal/WARN AI Disclosure)
Requires AI/automation disclosure in mass layoff WARN notices
What this means for you
Starting January 2027, California mass layoff notices must detail AI's role: number affected, job functions automated, technology type. These are public disclosures—expect them surfaced in wrongful termination suits, enforcement actions, and advocacy campaigns. AI causation decisions happen on the WARN timeline, not after. Document the basis now.
EnactedTier 1
CO SB 26-189 — Automated Decision-Making Technology Act
ADMT Act takes effect Jan 1, 2027; interim draft rules released Oct 6, comment deadline Oct 26
What this means for you
Colorado AG released interim draft ADMT rules October 6. The October 26 comment deadline and public hearing are critical for employers. Final rules define compliance starting January 1, 2027. Enforcement is stayed pending xAI v. Weiser, but building compliance on the stay is risky—prepare for January.
EffectiveTier 1
CT SB 5 — AI Responsibility & Transparency Act (CART Act)
WARN AI disclosure and anti-discrimination provisions now in force
What this means for you
Connecticut is the first state with live AI-layoff disclosure requirements. WARN notices filed after October 1 must disclose AI's role when AI substantially caused or contributed to the layoff. Employers caught unprepared are already non-compliant. Phase 2 (hiring/promotion disclosure) takes effect October 2027.
EffectiveTier 1
IL HB 3773 — AI Employment Discrimination Act
In effect since Jan 1, 2026; IDHR withdrew proposed rules June 2026, no timeline for re-proposal
What this means for you
Illinois law is in effect, but employers have no official guidance. IDHR withdrew proposed rules in June with no timeline for re-proposal. Illinois employers operate in a compliance void—ten months and counting since the law took effect.
CommitteeTier 2
NJ S1840 — Responsible AI Advancement & Workforce Protection Act
In Senate Labor Committee since January 2026; no recent movement
What this means for you
New Jersey's comprehensive AI employment bill remains in committee with no scheduled hearing. Introduced January 2026; track for 2027 session activity.
CommitteeTier 2
NJ S4458 — AI Workforce Transition Act
Introduced June 15, 2026; in Senate Labor Committee
What this means for you
Second New Jersey AI workforce bill introduced June 2026. Both S1840 and S4458 remain in Senate Labor with no movement. Watch for 2027 session consolidation or advancement.
Source: https://pub.njleg.state.nj.us/Bills/2026/S4500/4458_I1.HTM ↗
EffectiveTier 1
NYC Local Law 144 — Automated Employment Decision Tools
Bias audit and notice requirements in effect since Jan 2023
What this means for you
NYC's Local Law 144 remains in effect with no public enforcement actions to date. Compliance gap persists.
Source: https://www.gibsondunn.com/artificial-intelligence-in-employment-newsletter-october-2026/ ↗
04 · Federal watch
State protections face a federal test.
Federal agencies and courts can narrow or delay state protections. Each item below names the agency involved.
- EEOC proposed rule to rescind EEO-1 reporting (published July 23, 2026; public hearing held August 11)
- DOJ AI Litigation Task Force intervened in xAI v. Weiser (Colorado); no affirmative suits against states yet
- Federal preemption threat ongoing under EO 14365; California SB 947/951, Connecticut SB 5, Colorado SB 26-189 all face potential DOJ challenges
05 · Worker rights corner
Plain answers, without the spin.
Can an employer use AI to fire me today?
It depends on where you work, what the system did, and which laws apply. California's ban on relying solely on an automated system to discipline or fire someone starts July 1, 2027, and it isn't a nationwide rule. Anti-discrimination and other employment laws can still apply now.
What should I save if an algorithm may have influenced the decision?
Keep the complete notice, emails, screenshots, assessment results, job criteria, dates, names of any vendor or tool, and the employer's explanation. Do not alter records. Ask in writing whether an automated system contributed and whether a person reviewed the result.
Does an enacted law protect me immediately?
Not always. A law can be signed long before it takes effect. Check the effective date in the tracker above and the current official text.
06 · Engagement opportunities
Where the public record is still open.
CODeadline October 26, 2026
Colorado ADMT and Chatbot Safety Rules—public comment deadline October 26, 11:59 PM MST
Take part ↗CODeadline October 26, 2026
Colorado ADMT rulemaking public hearing—October 26, 10:00 AM MT (in-person + virtual)
Take part ↗Hearings
The hearing above is open to the public.
Coalitions
No sign-on letter is listed this week.
Contact a state rep
Use your state legislature's official member lookup and reference the exact bill ID.
Cite this
According to PinkSlipped's Policy Radar, which tracks state and federal AI employment laws, …
Source: PinkSlipped's Policy Radar (gotpinkslipped.com/policy-radar/2026-10-21)