{"id":12164,"date":"2026-02-12T09:50:14","date_gmt":"2026-02-12T14:50:14","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=12164"},"modified":"2026-10-09T08:26:46","modified_gmt":"2026-10-09T13:26:46","slug":"avoiding-compliance-pitfalls-in-the-evolving-ai-legal-landscape","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/avoiding-compliance-pitfalls-in-the-evolving-ai-legal-landscape\/","title":{"rendered":"Avoiding compliance pitfalls in the evolving AI legal landscape"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-a4641b2f wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"wp-block-paragraph\">by <strong>The Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">As artificial intelligence becomes embedded in hiring, performance management and other HR processes, employers face increasing legal obligations, especially in the absence of a unified federal standard. With no comprehensive federal legislation in place, states and localities continue to fill the regulatory gap &#8211; leaving employers, especially multistate employers, to navigate a complex patchwork of obligations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While the current administration has signaled interest in developing national AI standards that could eventually preempt state and local laws&#8211;and in effect the patchwork of compliance requirements &#8212; until there is a law preempting these requirements, employers must continue tracking and complying with any applicable jurisdiction-specific AI laws.<\/p>\n\n\n\n<h2 id=\"states-and-localities-moving-to-curb-ai-bias-in-em\" class=\"wp-block-heading\">States and Localities Moving to Curb AI Bias in Employment Decisions<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">New York City was first to impose comprehensive requirements, mandating in 2023 that employers using an &#8220;automated employment decision tool&#8221; (AEDT) conduct an annual bias audit and provide specific disclosures to candidates and employees subject to the tool.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Several states have followed with their own frameworks aimed at preventing algorithmic discrimination, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>California<\/strong>&nbsp;amended its California Fair Employment and Housing Act (FEHA) regulations (effective October 1, 2025) to clarify that use of automated decision systems that result in discrimination based on a protected characteristic may violate state law.<\/li>\n\n\n\n<li class=\"\"><strong>Illinois<\/strong>&nbsp;(effective January 1, 2026) bars employers from using AI that has the effect of subjecting individuals to discrimination based on a protected class in recruitment, hiring, promotion and other employment decisions.<\/li>\n\n\n\n<li class=\"\"><strong>Texas<\/strong>&nbsp;(effective January 1, 2026) prohibits employers from developing or deploying an AI system with intent to discriminate against protected classes.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 id=\"looking-ahead\" class=\"wp-block-heading\">Looking Ahead<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><em>Colorado&#8217;s AI Law: A Rapidly Changing Target<\/em><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Colorado&#8217;s law, which requires organizations to mitigate the risk of algorithmic discrimination when using AI to make &#8220;consequential decisions&#8221; &#8212; including employment decisions &#8211; is scheduled to take effect June 30, 2026. However, Colorado lawmakers and regulators have signaled that the law is likely to undergo substantial revisions before that date. Colorado employers should track developments closely because compliance requirements may change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><em>California&#8217;s CPPA ADMT Regulations: Effective January 1, 2027<\/em><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Beginning January 1, 2027, employers covered by the California Consumer Privacy Act (CCPA) that use automated decision-making technology (ADMT) to make significant employment-related decisions will face expanded compliance obligations. Employers must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Conduct a risk assessment before using ADMT for any significant decision;&nbsp;<\/li>\n\n\n\n<li class=\"\">Provide a detailed pre-use notice to California residents; and<\/li>\n\n\n\n<li class=\"\">Submit any risk assessments to the CCPA Agency by April 1 of the following year. &nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">With less than a year until the effective date California employers should begin preparing now.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As more states and localities propose AI-specific legislation, the compliance landscape is expected to become more complex before it becomes simpler.<\/p>\n\n\n\n<h2 id=\"mitigating-the-risk\" class=\"wp-block-heading\">Mitigating the Risk<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Algorithmic discrimination is not a new problem, rather, it is just a new flavor of an old problem: employers making decisions regarding an applicant or employee based on protected characteristics, such as race, religion, sex, national origin, age, instead of a legitimate nondiscriminatory business reason. AI introduces new pathways for bias, but when implemented responsibly, it can also help mitigate it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sidestepping AI tools altogether may feel like the safest move, but that is not necessarily practical or beneficial. AI tools offer many benefits and can even help mitigate discrimination risk when used correctly. Human judgment itself is a frequent source of bias that can lead to unlawful discrimination, leveraging AI to augment or supplement human decision-making can result in fairer, more objective decisions and outcomes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To responsibly select and implement AI tools in the employment process, follow these key steps:<\/p>\n\n\n\n<h3 id=\"1ask-critical-questions-of-ai-vendors\" class=\"wp-block-heading\">1. Ask Critical Questions of AI Vendors<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Since AI tools rely on algorithms and models, users may be unable to examine them directly. However, employers must not accept a tool provider&#8217;s marketing claims without performing due diligence. Key questions include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Has the tool undergone a bias audit and what were the results?<\/li>\n\n\n\n<li class=\"\">What date security and privacy safeguards are in place?<\/li>\n\n\n\n<li class=\"\">What inputs, criteria or factors does the model rely on to perform its functions, e.g., evaluate applicants or employees?<\/li>\n\n\n\n<li class=\"\">How is the model tested, validated and updated over time.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Courts are unlikely to accept an employer&#8217;s defense of &#8220;the AI made me do it&#8221;. Employers remain responsible for outcomes.<\/p>\n\n\n\n<h3 id=\"2track-key-metrics-before-and-after-implementing-a\" class=\"wp-block-heading\">2. Track Key Metrics Before and After Implementing AI&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Establish a thorough evaluation process to assess AI tools before deploying them within your organization mitigate legal risks, particularly exposure to discrimination claims. For example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Compare demographics (from voluntary self-disclosure) of candidates selected for interviews before and after implementing an AI screening tool.<\/li>\n\n\n\n<li class=\"\">Watch for meaningful shifts in representation among groups historically impacted by discrimination &#8211; for example, fewer women or people of color receive interview invitations after implementing the tool, or if the opposite occurs.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">One data point does not establish causation, but trends should trigger further examination.<\/p>\n\n\n\n<h3 id=\"3use-extra-caution-with-video-technology-and-facia\" class=\"wp-block-heading\">3. Use Extra Caution with Video Technology and Facial Recognition&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Legal restrictions on use of video technology and facial recognition should be on an employer&#8217;s radar before using these tools. Some states already regulate these tools:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Illinois requires employers using AI to evaluate applicant-submitted video interviews to take certain compliance steps to guard against discrimination and protect candidate privacy.<\/li>\n\n\n\n<li class=\"\">Maryland prohibits the use of facial recognition during interviews without the applicant&#8217;s consent.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Given growing concern over generative AI and deepfake videos and the sensitive nature of biometric data, employers should take extra precautions with these types of tools.&nbsp; Therefore, tread carefully before implementing these technologies in your recruiting and hiring practices.<\/p>\n\n\n\n<h3 id=\"4use-ai-alongside-human-judgmentrather-than-a-subs\" class=\"wp-block-heading\">4. Use AI Alongside Human Judgment, Rather Than a Substitute For It<em>&nbsp;<\/em><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Both humans and algorithms can be influenced by bias, but combining human intelligence with artificial intelligence offers a better chance to reign in and counteract the blind spots of each. For instance, it can be helpful to use an AI tool to review a human-written job posting for biased language or flag potentially problematic patterns in performance evaluations.<\/p>\n\n\n\n<h3 id=\"5monitor-legal-developments\" class=\"wp-block-heading\">5. Monitor Legal Developments&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">AI-related legislation and guidance are developing at a rapid pace. HR teams should maintain active oversight of:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Federal, state and local developments involving AI impact assessments, bias audits and employee\/applicant disclosures.<\/li>\n\n\n\n<li class=\"\">Regularly evaluate internal practices and policies, including evaluation and documentation practices, to ensure ongoing compliance.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Multistate employers should pay particular attention, as compliance obligations may differ significantly by location.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-1 is-position-sticky\">\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get ahead of HR compliance<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Navigating today\u2019s complex HR compliance landscape is challenging.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Get ahead with Brightmine. Access HR resources and automation tools managed by seasoned human HR experts.<\/p>\n\n\n\n<p style=\"font-size:14px\" class=\"wp-block-paragraph\"><a href=\"\/us\/products\/hr-compliance-center\/#lexisnexis\">Proudly partnered with LexisNexis<sup>\u00ae<\/sup><\/a><\/p>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6ee76cfc wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<figure class=\"wp-block-image alignleft size-large is-resized\" style=\"margin-top:10px;margin-bottom:10px\"><img loading=\"lazy\" decoding=\"async\" width=\"166\" height=\"44\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/07\/16090337\/LexisNexis-logo.svg\" alt=\"\" class=\"wp-image-9646\" style=\"width:auto;height:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section 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class=\"lnrs-resource-hub-widget__category\">Blogs<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-future\/the-great-disconnect-ai-and-transparency-in-the-workplace\/\">AI and transparency in the workplace: Employees can challenge decisions faster<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">AI and transparency are making it easier for employees and applicants to identify, document and challenge inconsistent workplace &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/04\/16013210\/Feature-manager-on-a-computer.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\">Thou shalt not use ChatGPT? Handling religious objections to AI at work<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">As AI becomes more common in the workplace, employers may encounter employees who object to its use on &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/open-enrollment-and-the-ai-fortune-teller-predicting-the-future-without-a-crystal-ball\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17044925\/Cozy-office-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/open-enrollment-and-the-ai-fortune-teller-predicting-the-future-without-a-crystal-ball\/\">Open enrollment and the AI fortune teller: Predicting the future without a crystal ball<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Open enrollment can feel like reading a crystal ball as employers face rising health care costs and changing &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f1e3dc65 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-9f6a5453 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 id=\"h-topics-on-this-page\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/\" rel=\"tag\">AI in HR<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 id=\"h-about-the-author\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-a903a136 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>The Brightmine Editorial Team<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employers using AI in hiring and employment decisions face a rapidly evolving legal landscape as states and localities introduce new requirements. This commentary outlines key AI\u2011related employment laws and practical steps to help employers mitigate discrimination and compliance risk.<\/p>\n","protected":false},"author":65,"featured_media":7829,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[56],"tags":[],"topic":[100],"class_list":["post-12164","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-ai-in-hr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Avoiding compliance pitfalls in the evolving AI legal landscape | Brightmine %<\/title>\n<meta name=\"description\" content=\"Employers using AI in hiring and employment decisions face a rapidly evolving legal landscape. 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