Regulatory scoping for HR and employment AI tools
Tools that screen, rank, or assess job applicants with AI sit under a fast-growing set of automated-employment-decision laws. The obligations turn on transparency, candidate consent, and bias auditing rather than on the model itself.
Regulations Magist tracks for this vertical
Coverage of these newer regimes is published as draft and reviewed on a rolling basis.
Questions that determine your footprint
Does an AI tool screen or rank candidates?
Automated employment decision tools can trigger NYC Local Law 144 bias-audit and notice duties, and AI analysis of video interviews can trigger the Illinois AI Video Interview Act consent and explanation duties.
Do you operate across multiple US jurisdictions?
The applicable rule varies by location — NYC, Illinois, and Colorado each impose different transparency and audit obligations — so a tool compliant in one place may face additional duties elsewhere.
Can candidates consent before AI evaluation?
Several of these laws turn on pre-evaluation notice, an explanation of how the AI works, and candidate consent, which is typically a product change rather than a policy change.
See exactly which of 155+ regulations apply to your hr & employment ai product.
Magist is an instrument, not a consultancy. It does not sell compliance services or take payment from vendors for placement; the analysis is the same for everyone.
Magist provides legal information, not legal advice. Consult a licensed attorney.