Last updated: Oct 12, 2026 · laws and dates in this check are current as of that date and reviewed monthly. If it's been more than a month, verify anything time-sensitive with the sources listed at the bottom.
For any tool that screens, scores, or helps decide on hiring, promotion, discipline, or termination — twelve questions, about three minutes.
Scored against the same criteria regulators actually use: NYC Local Law 144, the EU AI Act's high-risk employment category, state laws in Illinois, California, and Colorado, and the disparate-impact standards most audits are built on.
NYC Local Law 144EU AI Act · Annex IIIAdverse impact (4/5ths rule)Human-in-the-loop review
Scope: the United States, Canada, and Europe. Currently anchored to U.S. federal law, NYC, Illinois, California, and Colorado, plus the EU AI Act — tracked monthly, with new U.S. state, federal, Canadian, and European regulations added as they emerge. Canadian federal and provincial employment-AI law is actively monitored but has no confirmed in-force regulation tracked yet as of this check. It does not cover other countries; if your workforce is outside the U.S., Canada, or Europe, treat this as general background only, not a jurisdiction-specific check.
This is an educational self-assessment, not legal advice, and using it doesn't create an attorney-client or advisory relationship. It's a starting point for a conversation with qualified counsel, not a substitute for one.
Q1 / 10
Use case
Almost done
Assessment complete
0
of 100 · exposure score
higher = more regulatory exposure
MEDIUM
risk tier
Was this helpful?Thanks — that helps me improve this.
Before you act on this: this score reflects the answers given here, not a legal review of your actual system, contracts, or process. Treat "High" as a strong signal to bring in employment counsel, not as a finding you can rely on standing alone, and treat "Low" the same way before skipping a real audit. Regulations in this area are new, contested, and change often — see the sources and last-checked date below. Scope is the United States, Canada, and Europe only — anchored today to U.S. federal law, NYC, Illinois, California, and Colorado, plus the EU AI Act, and checked monthly for new regulations across all three regions as they emerge (Canada has no confirmed in-force employment-AI law tracked yet); it does not cover other countries, and coverage outside what's listed here should not be read as "no law applies."
Findings
On the horizon
Fine today, worth watching — these are changes already in motion, not current gaps.
Questions for your attorney
One question per criterion above, worded for your specific answers — bring this list to the conversation.
