Starting in January, a wave of new laws will impact how companies hire, retain, and layoff talent. From AI to pay-range requirements, job seekers and employers need to know what is changing, when, and how to get ready.
AI in Hiring, Firing & Layoffs
| Location & Law | Effective Date | What it Says | Applies To |
| California – SB 951 “AI-Driven Layoff Disclosure” | January 1, 2027 | 60-day notice for 50+ layoffs in a 30-day period due to AI or automation tech | Employers subject to Cal-WARN (75+ employees) |
| California- CCPA “Automated Decision-Making Technology” | January 1, 2027 | Businesses that use ADMT to make significant employment decisions without meaningful human involvement must provide pre-use notices. (e.g. hiring decisions) | Employers subject to CCPA rules |
| California – SB 947 “No Robo Bosses Act” | July 1, 2027 | Discipline, including termination cannot be based solely on an automated decision system (ADS). | All California employers |
| Colorado – SB 26 189 | January 1, 2027 | Employers who use ADMT that influence hiring / employment decisions for Colorado residents must provide notice before using the tool. | Employers with Colorado residents. |
Salary Transparency
| Location | Effective Date | What it Says | Applies To |
| Columbus, OH | January 1, 2027 | Reasonable, good-faith salary range / scale in job postings | Employers with 15+ employees in Columbus |
| Delaware HB 105 | September 26, 2027 | Good-faith pay rate / range for all postings and a general description of benefits & compensation | Employers with 25+ employees for DE based roles and US remote roles for DE employers. |
| Washington | July 27, 2027 | Removes the 5-day curing period for employers to fix job postings without salary transparency info | All Employers |
Other Proposals Watch
- NY State SB 8877 – “Ghost jobs Bill”
- Awaiting signature from the NY governor. Will take immediate effect.Employers with 100+ employees (including job boards & third-party recruiters) must provide a bold, capitalized notice on every job posting informing applicants whether the vacancy is expected to be filled within 90 days.
- Job postings must be removed within 2 weeks of the position being filled.
- Pennsylvania HB 2321 & Kentucky HB 342
- Ban or restrict ghost postings
Preparing For New Laws
Employers should assume that more bills surrounding AI decision-making, ghost jobs, and salary transparency are in the pipeline. Companies that use remote workers in other states are likely to be subject to new laws even without a physical presence in the state.
- Inventory every AI tool that is used for recruiting, screening, scheduling, performance, discipline and layoffs. Note how and when each is used.
- Build in human review. Ensure there is a plan for a human to corroborate AI-influenced decisions.
- Draft AI notices now. Have a plan to comply with pre-sue notices, adverse-decision notices and post-decision notices.
- Audit job postings. Salary transparency laws are now active across multiple states and municipalities. Remove salary history questions from applications, scripts, and background checks.
- Review vendor contracts. AI providers should supply data, logs & explanations to help you give notice.
Your staffing partners should be up-to-speed with changing laws that impact the hiring process. Our team can help guide you as you hire locally and nationally. Get in touch.
