The first law anywhere to require an independent bias audit before an automated hiring tool can be used.
The law names an audit or conformity assessment as a requirement.
What the audit coversRegulations
The laws that put your AI on the hook
Six frameworks, two different mechanisms. New York City and the EU name the testing outright. Illinois, California, Colorado and Title VII attach a duty or a liability to the outcome and leave you to work out how you would prove you met it.
Notice, explanation and human review when automated technology materially influences a consequential decision.
No audit is named, but liability or a duty attaches to the outcome, so testing is how you find and evidence it.
What the audit coversMakes discriminatory AI in employment decisions a civil rights violation, and bans zip code as a proxy for protected class.
No audit is named, but liability or a duty attaches to the outcome, so testing is how you find and evidence it.
What the audit coversBrings automated-decision systems inside the Fair Employment and Housing Act, with four-year records and testing that cuts both ways.
No audit is named, but liability or a duty attaches to the outcome, so testing is how you find and evidence it.
What the audit coversThe federal baseline. Adverse impact from a selection procedure is unlawful whether or not any AI-specific law names your state.
No audit is named, but liability or a duty attaches to the outcome, so testing is how you find and evidence it.
What the audit coversClassifies employment AI as high-risk, requiring bias testing, data governance and conformity assessment before market entry.
The law names an audit or conformity assessment as a requirement.
What the audit coversNot sure which apply to you?
Scope depends on where the role sits, where the candidate sits and what the tool decides. Tell us about your systems and we will map it.
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