Is your AI hiring compliant?
If you use any AI or automated tool to screen or rank applicants, a growing set of laws (NYC Local Law 144, Illinois, California, the EEOC) may apply. Answer a few questions to see which rules likely apply to you and where your gaps are. This is general information, not legal advice.
Pick where you hire and answer the AI question first.
AI hiring compliance guides
Plain-English guides to each law and duty, written for small employers. General information, not legal advice.
- NYC Local Law 144 →
The bias audit, the published summary, and the 10-day notice, in plain English.
- Illinois HB 3773 →
Notice, no discriminatory effect, no ZIP-code proxies, from January 1, 2026.
- California's AI hiring rules →
FEHA ADS regulations: records, testing as evidence, vendor liability.
- The Colorado AI Act →
High-risk AI duties, and what the under-50-employee exemption really waives.
- The four-fifths rule →
The adverse-impact math, a worked example, and a free calculator.
- The AEDT candidate notice →
Requirements, a copy-paste template, and a free generator.
- AI hiring bias audits →
Who needs one, who counts as independent, and what it costs.
- Who performs bias audits →
The firms that actually file LL144 audits, and the six questions to ask before you sign.
- Small-business exemptions →
Which laws exempt small employers (few do), law by law.
- AI hiring laws by state →
The 2026 tracker: what is in force, guidance, and pending.
- The compliance checklist →
10 steps that cover the shared core of every regime.