AI • AUTOMATION • EMPLOYMENT LAW
Bot Labor Law tracks the laws, regulations, lawsuits and policy changes shaping how AI, automation and robotics are used in the workplace.
Regulatory signals across key workplace technology categories
CURRENT COVERAGE
Calculated from source-verified records—not national estimates.
THE 50-STATE VIEW
BLL tracks laws, legislation, regulations, effective dates, primary sources and workplace-AI topics across U.S. jurisdictions, with coverage expanding through a source-first verification process.
VERIFIED DEVELOPMENTS
Recent source-backed laws and regulatory actions. These are intelligence records, not news articles.
DOL’s final rescission of EO 11246 implementing regulations took effect October 26, 2026, including removal of 41 CFR part 60-3, OFCCP’s codification of the Uniform Guidelines on Employee Selection Procedures (UGESP). The EEOC’s separate Guidelines at 29 CFR part 1607 and Title VII remain in place.
Separate proposed implementing rules for Colorado’s enacted ADMT framework. Latest linked text: October 6 interim redline. The Department confirms the October 26 hearing; no final adoption or newer text was found in accessible official materials as of October 28.
Related coverage: Colorado AI Employment Rules After the Oct. 26 Hearing: What’s Law, What’s Still Proposed, and What Starts Jan. 1 →AB 1331 prohibits employers from using workplace surveillance tools to monitor employees in workplace bathrooms, subject to specified exceptions, and gives employees a qualified right to leave tools behind when entering a bathroom. Signed September 30, 2026 as Chapter 851, it takes effect January 1, 2027.
LATEST COVERAGE
Editorial analysis and explainers connected to verified regulatory records and primary sources.
CO
The hearing is confirmed, but final rules are not published in the reviewed record. Separate SB 26-189’s January 1 duties from the October implementation proposal.
CA
The enacted law requires corroboration when an employer primarily relies on an automated output. It leaves the threshold for primary reliance, and several details of the review, unresolved.
CO
A new staffing example puts Deployer duties on the covered employer that commissions an automated shortlist and uses it to choose whom to hire. Other agency decisions still require their own analysis.
COVERAGE AREAS
Screening, assessment, notice and audit frameworks.
↗02Workplace surveillance, productivity tools and privacy.
↗03Automated scheduling, evaluation and work allocation.
↗04Physical automation, displacement and workforce transition.
↗05Data collection, consent and governance questions.
↗06Decision support, accountability and human review.
↗07Discrimination risks and civil-rights protections in automated employment decisions.
↗08Rules governing automated tools across the employment lifecycle.
↗09Audit requirements, testing and discrimination-risk assessment.
↗10Human review, corroboration and accountability for automated decisions.
↗BUILT FOR DECISION-MAKERS
Explainers and compliance intelligence help teams understand the questions to ask—without presenting general information as legal advice.