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AI hiring compliance across the US: one dataset, one report, every jurisdiction
New York City, Illinois, California, Colorado, Connecticut and Texas each treat AI in hiring differently. We test once and give you what each one needs.
Last reviewed: 29 September 2026
Six jurisdictions, six different asks
| Jurisdiction | Status | Audit mandated? | What Idiro provides |
|---|---|---|---|
| New York City, Local Law 144 | In force, enforcement tightening | Yes, annual and independent | Full bias audit, published summary, candidate notice wording |
| Illinois, HB 3773 | In force since Jan 2026 | No | Adverse-impact testing and notice documentation |
| California, FEHA ADS rules | In force since Oct 2025 | No, but testing is a legal defence | Extended-class adverse-impact testing and records guidance |
| Colorado, SB 189 | Due to apply Jan 2027 | No | Readiness review against the disclosure duties |
| Connecticut, CART Act | Framework from 1 Oct 2026; notices from 1 Oct 2027 | No, but anti-bias testing evidence may be considered | Pre-decision notice wording and anti-bias testing evidence |
| Texas, TRAIGA | In force since Jan 2026 | No | Adverse-impact testing to support your position under TRAIGA and Title VII |
Test once, report for each jurisdiction
1. One dataset
We assemble a single dataset of your applicants, outcomes and the protected-class information needed for adverse-impact analysis.
2. One analysis
We run selection, scoring and impact-ratio analysis, including the intersectional categories New York City requires and the wider set California expects.
3. One output per jurisdiction
A Local Law 144 audit and published summary, Illinois, California and Texas adverse-impact evidence, Connecticut notice wording and testing evidence, and a Colorado readiness view, from the same underlying work.
The marginal cost of adding a jurisdiction is small
The hard part of any of these is assembling clean data and running the statistics. Once that is done for one jurisdiction, extending it to the others is largely a matter of applying the right categories and producing the right document. That is why covering them together costs far less than separate engagements.
This page is general information, not legal advice. AI employment law is moving quickly; confirm your position with qualified counsel before relying on it.
One dataset, one report, every US jurisdiction
Tell us where you hire and which tools you use. We will scope a single piece of work that covers your obligations across New York City, Illinois, California, Colorado, Connecticut and Texas.
Talk to us about a bias audit