Coverage scope
- Automated screening and assessment
- Bias audits and impact assessments
- Notice, consent and candidate rights
- Vendor and employer accountability
CURRENT PILOT
5 records · 3 articles
Relevant jurisdictions: California, Illinois, New York.
REGULATORY RECORDS
Employment Regulations Regarding Automated-Decision Systems
California regulations clarify how the Fair Employment and Housing Act applies when employers and other covered entities use automated-decision systems in employment decisions.
Related coverage: California’s automated-employment rules bring workplace AI into sharper focus →Illinois Human Rights Act — Use of Artificial Intelligence in Employment
Illinois amended its Human Rights Act to address employer use of artificial intelligence across recruitment, hiring, promotion, discipline, discharge, and other employment terms.
Related coverage: Illinois AI employment amendments are now effective →New York City Local Law 144 — Automated Employment Decision Tools
New York City regulates employer and employment-agency use of certain automated employment decision tools used to screen candidates for employment or employees for promotion in the city.
Related coverage: New York City Local Law 144: the dates, tools, and duties that matter →New York City Automated Employment Decision Tools Implementing Rule
NYC Department of Consumer and Worker Protection rules implement Local Law 144 and define operational details for bias audits, public summaries, and notices involving covered automated employment decision tools.
Related coverage: New York City Local Law 144: the dates, tools, and duties that matter →New York Boundaries on Technology Act
The BOT Act proposes impact assessments, notice, restrictions on electronic monitoring and automated employment decision tools, data-access rights, and meaningful human oversight. The official Senate record currently lists S 10147 as active in the Senate Labor Committee.
LATEST COVERAGE
CA
California’s automated-employment rules bring workplace AI into sharper focus
The effective regulations connect automated decision systems to existing civil-rights duties and employment-record retention—not a new standalone AI statute.
NY · new-york-city
New York City Local Law 144: the dates, tools, and duties that matter
The ordinance, implementing rules, and enforcement launch have different dates. A reliable compliance summary keeps them separate.
IL
Illinois AI employment amendments are now effective
The Human Rights Act now expressly addresses AI used in recruitment, hiring, promotion, discipline, discharge, and other employment activity.