Explainer · 6 min
AI in hiring: what the EEOC, NYC Local Law 144, and Illinois tell you to expect
Apr 7, 2026 · AICC Editorial · updated 1 hour ago
AI now screens many job applications. Here's what you can ask for — and what employers have to tell you.
Automated hiring tools are common. Laws are catching up.
NYC Local Law 144 Employers using automated employment decision tools in NYC must get an independent bias audit and notify candidates before use.
Illinois AI Video Interview Act If a video interview is analyzed by AI, Illinois requires notice, consent, information about the characteristics the AI evaluates, limits on who sees the video, and deletion on request.
EEOC guidance The Equal Employment Opportunity Commission has made clear that civil rights laws apply to AI hiring tools. Employers remain responsible for discriminatory outcomes, even if the tool is built by a vendor.
EU AI Act Hiring is high-risk under the EU AI Act. Expect much stronger documentation, transparency, and oversight obligations in the EU from 2026 onward.
Your move Ask: Was AI used? What does it measure? Can I provide additional information? Is there an alternative process?
This is general educational information, not legal advice. If a decision about you is serious, consider consulting a qualified lawyer or the relevant regulator in your country.