Illinois HB 3773 amends the Illinois Human Rights Act to prohibit discriminatory use of AI in employment decisions, bars zip codes as a proxy for protected classes, and requires notice to employees; it took effect on 1 January 2026. Practitioners below list Illinois HB 3773 coverage.
Independent NYC Local Law 144 bias audits for a single hiring tool, fixed fee, three-week turnaround.
Fractional AI governance officer and bias auditor for HR technology vendors selling into the US and Europe.
Chicago employment and insurance counsel for AI in hiring and underwriting under Illinois HB 3773 and the EU AI Act.
Montreal law firm advising on EU AI Act, Quebec Law 25 and US state AI rules for hiring and consumer decisions.
Austin law firm advising on Texas TRAIGA and multi-state AI employment and lending rules, retainer or fixed fee.
Statisticians performing NYC Local Law 144 bias audits and multi-state disparate-impact analyses for hiring tools.
Common questions
From 1 January 2026 employers may not use AI in a way that has a discriminatory effect on employees based on protected classes, may not use zip codes as a proxy for protected classes, and must notify employees when AI is used in recruitment, hiring, promotion, discipline or discharge decisions. Practitioners here support notice drafting, disparate-impact testing and vendor due diligence.