The AI hiring laws, read for you.

Passed the Assembly and amended in the Senate; stalled at the end of the 2025 session. Two-year bill — live for the 2026 session.

Approved by the Federal Senate (Dec 2024); under consideration in the Chamber of Deputies before it can be signed into law.

Enacted (effective January 1, 2027) but currently subject to an active legal challenge filed in 2026.

In the New Jersey Legislature; would add statutory automated-employment-decision-tool duties on top of the in-force DCR disparate-impact rules.

Before the DC Council; not enacted. Reintroduced across sessions.

Under development by the Australian Government; a mandatory-guardrails framework for high-risk AI (likely to include AI used in employment/recruitment) has been consulted on but is not yet law.

Enacted (passed 8 January 2025) but not yet commenced — expected to take effect around end-2027. Will make protection against workplace discrimination on specified characteristics a statutory duty, moving beyond the current Tripartite Guidelines on Fair Employment Practices.

The AI Basic Act is in force (22 January 2026), but its Enforcement Decree and the operator responsibility notifications/guidelines that pin down the high-impact-AI duties (risk management, explainability, human oversight, user protection) are still being refined.

In consultation (2026). Not law, but sets the ICO's enforcement expectations for ADM in recruitment — a stated regulatory focus.

Under development to give employee/applicant data processing (currently under BDSG § 26, whose basis was questioned by the CJEU) a dedicated statutory footing, expected to address AI/automated processing in employment.