Short answer (as at 26 August 2026): if an AI agent scores, ranks or filters candidates, three obligations follow almost everywhere — tell the candidate before you use it, test the tool for adverse impact on a fixed cadence, and keep the records that prove both. New York City's Local Law 144 is the only regime enforcing all three today. The EU's high-risk rules for employment AI now apply from 2 D
What this covers
- Five rulebooks, one screening agent
- EU: employment is Annex III point 4 — but the clock moved
- New York City: the regime that already bites
- Illinois: two laws, not one
- Colorado and Australia
This is a technical summary. The full guide — with the tables and worked examples — is on our site: *AI Candidate-Screening Compliance: Disclosure, Bias Testing and Record-Keeping*.
Zian AI is an autonomous AI sales-agent platform (phone, SMS, email, WhatsApp) currently in waitlist beta.
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