CA · SB 947Enacted
No Robo Bosses Act
- Type
- Exit-stage
- Effective
- July 1, 2027
Prohibits AI-only terminations; requires human corroboration of automated discipline/termination decisions
Primary source ↗← Policy Radar archive
Weekly report
Policy Radar — Week of October 26, 2026
Last updated Oct 26, 2026, 2:02 PM UTCNext update November 2, 2026
01 · Executive summary
What moved this week.
PinkSlipped's Policy Radar for the week of October 26, 2026: Quiet week in AI employment policy. Colorado's ADMT rulemaking moved forward with public comments and hearing closing October 26; final rules must be adopted before the Act takes effect January 1, 2027. California's landmark September 30 laws (SB 947 No Robo Bosses Act, SB 951 WARN AI disclosure) remain on track for 2027 effective dates. No new state bills introduced this week.
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 comment period and hearing closed October 26; final rules due before January 1, 2027
- Quiet week following California's September 30 signing surge
- No new state bills introduced; no new federal enforcement actions
Landscape: 5 in effect and 3 enacted for a future date.
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
- Type
- Both
- Effective
- January 1, 2027
Requires AI/automation disclosure in Cal-WARN mass layoff notices
Primary source ↗CO · SB 26-189Enacted
Automated Decision-Making Technology Act
- Type
- Both
- Effective
- January 1, 2027
ADMT Act takes effect January 1, 2027; comment period closed October 26, final rules due before effective date
Primary source ↗CT · SB 5Effective
AI Responsibility & Transparency Act (CART Act)
- Type
- Both
- Effective
- October 1, 2026
WARN AI disclosure in force since October 1; AEDT provisions take effect October 2027
Primary source ↗IL · HB 3773Effective
AI Employment Discrimination Act
- Type
- Re-entry
- Effective
- January 1, 2026
In effect since January 1, 2026; IDHR withdrew proposed rules June 2026, no timeline for re-proposal
Primary source ↗MD · HB 1202Effective
Maryland AI Employment Law
- Type
- Re-entry
- Effective
- Not set
In force
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 January 2023
Primary source ↗TX · HB 149Effective
TRAIGA
- Type
- Re-entry
- Effective
- January 1, 2026
Effective January 1, 2026; prohibits deploying AI with intent to discriminate
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 automated discipline/termination 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.
Source: https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202520260SB947 ↗
EnactedTier 1
CA SB 951 — Worker Technological Displacement Act
Requires AI/automation disclosure in Cal-WARN mass layoff 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.
Source: https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202520260SB951 ↗
EnactedTier 1
CO SB 26-189 — Automated Decision-Making Technology Act
ADMT Act takes effect January 1, 2027; comment period closed October 26, final rules due before effective date
What this means for you
Colorado AG closed public comment and hearing October 26. 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. Federal preemption threat ongoing.
Source: https://coag.gov/ai/ ↗
EffectiveTier 1
CT SB 5 — AI Responsibility & Transparency Act (CART Act)
WARN AI disclosure in force since October 1; AEDT provisions take effect October 2027
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.
Source: https://www.cga.ct.gov/2026/TOB/S/PDF/2026SB-00005-R00-SB.PDF ↗
EffectiveTier 1
IL HB 3773 — AI Employment Discrimination Act
In effect since January 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.
EffectiveTier 1
NYC Local Law 144 — Automated Employment Decision Tools
Bias audit and notice requirements in effect since January 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.nyc.gov/site/dca/about/automated-employment-decision-tools.page ↗
EffectiveTier 1
MD HB 1202 — Maryland AI Employment Law
In force
What this means for you
Maryland's AI hiring law remains in force with no recent developments.
Source: https://mgaleg.maryland.gov/mgawebsite/Legislation/Details/hb1202?ys=2024RS ↗
EffectiveTier 1
TX HB 149 — TRAIGA
Effective January 1, 2026; prohibits deploying AI with intent to discriminate
What this means for you
Texas law prohibits intentional discrimination via AI but has no disparate impact coverage or notice requirements. In effect since January.
Source: https://capitol.texas.gov/BillLookup/History.aspx?LegSess=89R&Bill=HB149 ↗
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; not finalized)
- OPM interim final rule removed Uniform Guidelines references (effective July 31, 2026; comment period closed September 29)
- DOJ AI Litigation Task Force intervened in xAI v. Weiser (Colorado); no affirmative suits against states
- Federal preemption threat ongoing under EO 14365; Commerce evaluation of state AI laws (due March 11, 2026) remains unpublished
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.
If AI may have played a part in your layoff, a PinkSlipped Plan puts what to save and who to ask in order. Build my plan, free
06 · Engagement opportunities
Where the public record is still open.
Hearings
No hearing is listed this week.
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/2026-10-26)