Source: JD Supra

JD Supra provides a legal analysis of the recent amendments to the Illinois Human Rights Act, which explicitly extend protections against discrimination to the realm of artificial intelligence. The new provisions prohibit employers, employment agencies, and labor organizations from using AI systems that have the effect of discriminating on the basis of protected classes such as race, age, or disability. This legislative update reflects a growing recognition of the potential for algorithmic bias in automated hiring and management tools.

The summary notes that the law also imposes notification requirements, compelling employers to inform employees and applicants when AI is being used to make consequential decisions about their employment. This move toward transparency allows individuals to be aware of the technological factors influencing their careers. The article advises businesses operating in Illinois to audit their AI tools for bias and update their policies to ensure compliance with these enhanced civil rights protections.