Free download · print or save as PDF
AI Hiring Compliance Checklist, by State
Every statute, date, and duty below is verified and sourced in our AI hiring compliance guide. Last verified July 2026. Not legal advice — confirm current status with counsel.
The legal map
| Where | Law | In force | Your duty as the employer |
|---|---|---|---|
| New York City | Local Law 144 | Enforced Jul 5, 2023 | Independent bias audit (annual) · public summary of results · notice to candidates 10 business days before use. Applies to any AEDT used for NYC-located roles. |
| Illinois | HB 3773 (Human Rights Act amendment) | Effective Jan 1, 2026 | Civil-rights violation to use AI with a discriminatory effect in employment decisions. Notice required. |
| Illinois | AI Video Interview Act | Effective Jan 1, 2020 | Notice + explanation of how the AI works + consent BEFORE an AI-analyzed video interview. |
| Colorado | SB 24-205 (Colorado AI Act) | Effective Jun 30, 2026 | Risk-management duties for high-risk AI systems, incl. hiring. Developer + deployer obligations. |
| California | Civil Rights Council ADS regulations | Effective Oct 1, 2025 | Automated-decision-system rules under FEHA — anti-bias testing and record-keeping expectations. |
| Maryland | HB 1202 | 2020 | Consent required before facial-recognition analysis in interviews. |
| Texas | TRAIGA | Effective Jan 1, 2026 | State AI-governance duties; check current scope for employment uses. |
| Federal (everywhere) | Title VII · ADEA · ADA + EEOC guidance (May 18, 2023) | Always | The four-fifths rule applies to an AI screener the same way it applies to a written test. Disparate impact ≠ intent. |
The liability anchor
Mobley v. Workday: July 2024 — a federal judge ruled an AI vendor can be sued directly as an agent of the employer; May 2025 — a nationwide age-discrimination collective was certified. Louis v. SafeRent: settled for up to $2.275M (Nov 2024) — the screening-algorithm pattern. The vendor writes "compliant" in the deck and disclaims liability in the contract; the employer holds the bag.
Five questions before you sign with any AI screening vendor
- Has this tool had an independent bias audit? Who ran it, when, and on whose data — and can we see the summary?
- Does the contract indemnify us, or disclaim vendor liability? (Mobley v. Workday: since July 2024 a vendor can be sued directly as the employer's agent.)
- Exactly which decisions does the tool score, rank, or filter — and can we set it to recommend-only?
- What data was the model trained on, and is our candidate data used for training?
- How do we produce the specific reason behind any candidate's rejection if a regulator or plaintiff asks?
Laws on this page change. We re-verify them and email a short note when they do — no hype, unsubscribe anytime.
lastverified.com · Independent, methodical reviews of AI tools for professional work · Not legal advice