Complimentary Webinars

Employers are increasingly adopting the use of artificial intelligence (AI) and automated employment decision (AED) tools for recruiting, hiring, and other personnel decisions. But with these new tools comes a host of new guidance, expectations, regulations, and risks. In the US, states such as California and Colorado have begun implementing regulatory guardrails to protect  applicants and employees from discrimination by AI, while the Federal government has issued a series of executive orders aimed at fostering the use of AI. Internationally, employers are expected to abide by various requirements, such as those set forth by the European Union (EU) Pay Transparency Directive. 

The states of California and Colorado are set to implement sweeping regulations regarding the use of artificial intelligence (AI) and automated employment decision (AED) tools. With California’s law going into effect on October 1, 2025, and Colorado’s going into effect on February 1, 2026, employers must take steps to ensure that the AI tools they are using for recruitment, hiring, and personnel decisions are compliant with these new requirements. Join DCI’s David Cohen and Eric Dunleavy, along with David Fortney and Sarah Mugmon of Fortney Scott, as they discuss everything California and Colorado employers need to know about complying with these laws.

European Union (EU) member states are continuing to move new requirements forward to comply with the EU Pay Transparency Directive. While reporting is set to start no later than 2027, organizations must begin preparations now to ensure they are collecting all necessary data and that they are ready for any member states that enact requirements prior to 2027. Plus, with mandated remedies for wage disparities that may need to be made public, employers should consider conducting analyses prior to the reporting date to identify and mitigate any unexplainable gaps between protected classes.