Regulations
The laws and regulations shaping AI in hiring.
Five instruments. Each page covers what the rule requires, who’s affected, key deadlines, deployer obligations, common misconceptions, and how vendors are addressing it. The rubric anchors every sub-criterion to a specific article and citation, so every vendor score remains auditable.
Timeline
In effective-date order, earliest first.
Status reflects today’s date.
- Mobley v. WorkdayUS Federal (N.D. Cal.); ADA, ADEA, Title VII claimsClass actionFiled February 21, 2023The class-action case shaping US vendor-liability case-law for AI hiring. Live as of 2026-05-21.Filed February 21, 2023
- NYC LL 144New York City, USAIn forceEffective July 5, 2023NYC LL 144 requires employers using AEDTs for NYC-based candidates to commission annual independent bias audits, publish results, and give candidate notice. In force since 2023.Effective July 5, 2023
- Illinois HB 3773Illinois, USAIn forceEffective January 1, 2026Illinois HB 3773 extends the Illinois Human Rights Act to cover AI-driven employment decisions. Effective 1 January 2026.Effective January 1, 2026
- Colorado AI ActColorado, USAIn forceEffective June 30, 2026Colorado's first-in-the-US AI Act covers consequential decisions including employment. Effective 30 June 2026.Effective June 30, 2026
- EU AI ActEuropean UnionIn forceEffective August 2, 2026How the EU AI Act treats AI in hiring, what deployer obligations apply from August 2026, and how to map vendor evidence onto Annex IV and Article 27.Effective August 2, 2026
Where they land
Which part of a hiring stack each rule touches.
ATS-integrated AI
AI features baked into the system of record - candidate ranking, recruiter productivity, and skills matching surfaced inside the ATS itself.
3 instruments apply
- EU AI Act
- NYC LL 144
- Colorado AI Act
Video interview AI
Asynchronous video platforms that record candidate responses, often with AI-driven scoring of competencies or traits.
4 instruments apply
- NYC LL 144
- EU AI Act
- Mobley v. Workday
- Illinois HB 3773
Candidate sourcing AI
Tools that find, rank, and match candidates against requisitions - often built on long-lived candidate graphs or aggregated public data.
3 instruments apply
- EU AI Act
- Colorado AI Act
- NYC LL 144
Assessment AI
Pre-employment assessments - cognitive, behavioural, situational judgement, and games-based - that produce candidate scores for selection.
5 instruments apply
- NYC LL 144
- Illinois HB 3773
- EU AI Act
- Colorado AI Act
- Mobley v. Workday
Screening AI
Resume parsing, knockout questions, and structured pre-screening flows that decide who moves to a recruiter.
4 instruments apply
- EU AI Act
- NYC LL 144
- Colorado AI Act
- Illinois HB 3773
Scheduling AI
Conversational and rule-based systems that handle interview booking, reschedules, and candidate communication.
2 instruments apply
- EU AI Act
- NYC LL 144
Analysis
Longer reads on how these rules are being applied.
May 21, 2026
Annex IV section-by-section: what AI hiring vendors must document
A practical walkthrough of the nine sections of Annex IV and how they map to what AI hiring vendors actually publish today.
ReadMay 21, 2026
What makes a defensible NYC LL 144 bias audit
After Mobley's second amended complaint, 'we have a bias audit' is no longer sufficient. Here's what makes one defensible.
ReadMay 21, 2026
Mobley v. Workday: what the second amended complaint actually changes
Until January, Mobley was a vendor-liability case. With the second amended complaint, it's also an audit-methodology case - and that affects every vendor.
Read