AI in HR & Employment

Every state with an AI hiring law is a liability. If you use AI in recruiting, promotion, or termination — you're regulated.

The pain

AI hiring tools face the most aggressive state-level regulation of any AI use case. Bias audits, candidate disclosures, and private rights of action make this the highest-risk category.

NY Local Law 144 Colorado AI Act Utah SB 217 Virginia HB 2364 Maryland HB 1264

Laws that likely apply to you

  • New York Local Law 144 — annual bias audit, public summary, candidate notice (up to $500K per violation)
  • Colorado AI Act — risk assessments, consumer opt-out rights for high-risk AI in employment
  • Utah SB 217 — registration + annual bias audit for AI hiring tools
  • Virginia HB 2364 — bias audit and consumer notice requirements
  • Maryland HB 1264 — bias audit and disclosure for automated employment decision tools
  • EEOC AI guidance — federal enforcement of disparate impact in hiring

What we do

We help HR tech companies and employers map their hiring-AI obligations, conduct bias audits, and build governance programs that satisfy regulators.

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Informational only — not legal advice. Consult qualified counsel for binding guidance.