From AI to I-9: 3 hiring and compliance changes to manage in 2024

Published January 11, 2024 4:21 PM EST Updated February 6, 2024 4:18 PM EST 2 Min Read

Two managers shake the hand of a young Asian woman in a conference room. — Drobot Dean from AdobeStock

As technology transforms the hiring landscape, legislation works to catch up — and employers will have to reckon with the compliance changes that come with the race.

While 2023 marked the start of regulation around AI employment decision-making tools, as well as the expansion of anti-discriminatory policies like clean slate laws, more companies are likely to feel the full effect of new legislation this year. For example, New York City’s AI law, which mandates employers audit their automated hiring tools for discriminatory patterns or conclusions, wasn’t enforceable until July 2023; 2024 is the first year employers are at risk of being fined for non-compliance.

New York City’s AI law may have a limited scope, but employers should be prepared to see similar laws in their city or state. In fact, 12 states, including Alabama, California, Texas, Vermont and Washington, have enacted laws that require their state government or related entities to gain institutional knowledge of AI. Meanwhile, the federal government has issued guidance stating that new technologies still need to be consistent with existing Federal Equal Employment Opportunity laws. Preston advises employers to check whether their AI hiring tools come with built-in bias, even if they aren’t required to conduct an audit by law.

Deanna Cuadra

Senior Reporter

Deanna Cuadra is a senior reporter at Employee Benefit News. Her work covers healthcare, U.S. policy and reform, challenges faced by women and parents in the workplace and innovation in work culture … Read full bio

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