AI Employment

AI is changing how organizations hire, manage, and evaluate people, and employment law is racing to keep up. FRB's AI employment attorneys help employers adopt workplace AI responsibly and lawfully.

The regulatory picture is a moving target. New York City's Local Law 144 already requires bias audits and candidate notice for many automated employment decision tools, several states have enacted or proposed AI-in-hiring rules, and the EU AI Act treats much employment-related AI as high-risk. At the same time, everyday use of generative AI by staff raises confidentiality and policy questions. We help you stay compliant on both fronts: the formal hiring and evaluation tools, and the informal day-to-day use of AI across your workforce.

• AI hiring, screening, and automated decision tools
• NYC Local Law 144 bias audits and candidate notice
• Employee monitoring and productivity analytics
• Workforce AI acceptable-use policies and training
• Discrimination, bias, and disparate-impact risk
• Emerging state and EU AI employment regulation

Tools that screen résumés, rank candidates, or monitor performance can trigger bias-audit, notice, and anti-discrimination obligations, and the rules differ by jurisdiction and keep expanding. We help employers map where AI touches employment decisions, implement compliant processes and disclosures, and set clear policies for staff use of generative AI. The goal is to capture AI's productivity benefits while avoiding discrimination claims and regulatory penalties. Reach out to review your workplace AI practices.