What rules apply to AI in hiring in the United States?

• Illinois

  Illinois requires notice and consent before an artificial intelligence analysis of a video interview, and reporting of demographic data where AI alone screens applicants.

  775 ILCS 5/2-102

• Colorado

  Colorado places duties of care, disclosure and impact assessment on developers and deployers of high risk AI systems, and employment decisions are named as high risk.

  Colo. Rev. Stat. § 6-1-1701 et seq.

• New York City

  New York City requires an annual independent bias audit of an automated employment decision tool, publication of the results and notice to candidates.

  NYC Admin. Code §§ 20-870 to 20-874, Local Law 144

• Federal level

  At federal level the prohibition of discrimination applies to the outcome, so a selection tool that disadvantages a protected group is judged under the same standard as any other practice.

  42 U.S.C. §§ 2000e to 2000e-17, 29 CFR Parts 1600 to 1614

• Illinois requires notice and consent before AI analysis of a video interview and reporting where AI alone screens applicants.
• Colorado imposes duties of care, disclosure and impact assessment on high risk AI systems, naming employment decisions as high risk.
• New York City requires an annual independent bias audit of an automated employment decision tool, with published results and candidate notice.

Keep the audit, the notice text and the vendor documentation together per tool, because each jurisdiction asks for the same evidence in a different form.

You are entitled to be told when a tool takes part in the decision, and in New York City the audit result is public.

List every tool used in screening, match it to the states and cities where candidates apply, and schedule the audits before the next hiring round.

All US questions