Appendix C
Regulatory quick reference
A condensed version of the snapshot in Lesson 1.3, with dates as of 2 October 2026. Laws change; confirm before relying on any entry.
| Rule | Where | Status and key dates | Core requirement |
|---|---|---|---|
| EU AI Act | EU | In force. Prohibitions and AI literacy: 2 Feb 2025. Transparency: 2 Aug 2026. High- risk employment systems: 2 Dec 2027. | Risk-based duties; human oversight, records and worker information for high-risk uses. |
| GDPR | EU (similar laws in UK and elsewhere) | In force. | Lawful basis, minimisation, impact assessments, limits on solely automated decisions. |
| Local Law 144 | New York City | Enforced since July 2023. | Annual independent bias audit, published summary, advance notice to candidates. |
| HB 3773 | Illinois | In effect 1 Jan 2026. | Notice of AI use; no discriminatory use. |
| Civil-rights regulations on automated-decision systems | California | In effect 1 Oct 2025. | Anti-discrimination law applies to automated systems; record retention. |
| SB 947 (No Robo Bosses Act) | California | Signed 30 Sept 2026. Effective 1 July 2027. | Human corroboration for discipline or termination relying primarily on automated systems; notice. |
| SB 26-189 | Colorado | Effective 1 Jan 2027 (replaces the 2024 AI Act). | Notice and disclosure for consequential decisions; rules in development. |
| SB 5 | Connecticut | Phased from 1 Oct 2026 to Oct 2027. | Disclosures for automated employment decisions; layoff notices. |
| TRAIGA | Texas | In effect 1 Jan 2026. | Prohibits intentional discrimination via AI. |
| Working for Workers rules | Ontario, Canada | In effect 1 Jan 2026. | Disclose AI use in public job postings (employers with 25 or more employees). |
| AI Basic Act | South Korea | In effect 22 Jan 2026. | Transparency and oversight for high-impact AI. |