Colorado's new AI law covers every employer that lets software shape hiring decisions, however small. Illinois has required AI hiring notices since January. This kit gives you every notice and letter, filled in for your business, in about 30 minutes.
Get the kit for $49Check if it applies (free)Built for Colorado's May 2026 law (SB 26‑189), not the old one it replaced. Free update when the final rules come out.
On January 14, Rocky Ridge Dental decided not to move your application to the interview stage.
How technology was involved
We used Candidate Match, made by Acme HR Software, to help make this decision. It scored your application 41 out of 100…
What you can do
Ask for more information, correct your data, or ask for a human review…
You don't have to build AI to be covered. Using it in hiring is enough: if software scores, ranks, filters or recommends candidates or employees, and that shapes who gets hired, promoted or let go.
Your applicant tracking system ranks or auto-rejects applications, or an assessment scores candidates.
You screen candidates with AI for client employers. The kit writes letters on each client's behalf.
Even one employee in Illinois means AI notices in hiring are already required, today.
Colorado (SB 26‑189), from January 1, 2027: tell candidates before you use the technology; if a decision goes against someone, send a written explanation within 30 days covering the decision and the technology's role; let them ask for more information, correct their data and get a human review. No small-business exemption.
Illinois (HB 3773), in force since January 1, 2026: employers with even one Illinois employee must tell applicants and employees when they use AI in hiring, promotion, discipline or firing, and must not use AI in a way that discriminates.
An offline generator: answer a few questions about your business and your hiring tools, and every document fills itself in. Download for Word, copy, or print to PDF. Nothing you type leaves your computer. Each document says whether it's required or recommended.
One email when the Attorney General adopts the final rules, with what changed. No spam.
No. It's templates and plain-language information based on the laws and the Colorado Attorney General's draft rules. The generator doesn't decide whether you're covered or invent reasons for decisions; you fill those in. If your situation is complicated, have a lawyer review the finished documents; the kit makes that review short.
The law's core duties are fixed and start January 1. The draft rules add detail. Where the drafts differ, the kit includes the stricter version and marks it "recommended", so you're unlikely to need big changes. You'll get a free update when the final rules are adopted.
Colorado's law has no size threshold, and Illinois's covers employers with one or more employees. What matters is whether software materially influences hiring decisions. The free checker takes two minutes.
Often both yours and your client's. Colorado's draft rules keep an employer responsible when a third party runs the technology for it, and Illinois's withdrawn draft rules covered employers' agents, including recruiters. The kit's recruiter mode names the client in letters; agree in writing who sends what.
Colorado's draft rules let you add the required information to, or alongside, an FCRA adverse action notice sent within 30 days. The decision letter works as that supplement.
No. NYC Local Law 144 requires an independent bias audit, which templates can't provide.