The HR Tech sector is increasingly being targeted by policymakers around the world striving to make AI and other automated systems safer and fairer. This is particularly true in the US, where activity is emerging at the federal, state, and local levels that will have significant implications for employers not only in the US, but globally. This is despite enforcement bodies highlighting that existing laws also apply to AI and automated systems, meaning that HR Tech is set to face additional requirements in addition to those already mandated by existing laws.
While these laws differ in their approach – some target multiple applications of AI and automation and some specifically target HR tech or particular technologies used in employment decisions, for example - they have a shared goal of addressing bias or discrimination, with some also seeking to increase the transparency of these tools. The regulatory landscape is evolving rapidly, and there are several laws to keep up with. Our horizon scan below highlights the key laws in the US that have been proposed and implemented to regulate HR Tech.
For a more comprehensive overview of these laws, check out our HR Tech Policy Pack.
Written by Airlie Hilliard, Senior Researcher at Holistic AI.
DISCLAIMER: This blog article is for informational purposes only. This blog article is not intended to, and does not, provide legal advice or a legal opinion. It is not a do-it-yourself guide to resolving legal issues or handling litigation. This blog article is not a substitute for experienced legal counsel and does not provide legal advice regarding any situation or employer.
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