Colorado — AI in consequential decisions (C.R.S. §6-1-1701 et seq., as amended by SB26-189), effective January 1, 2027
What it asks of employers
- Tell candidates you use automated decision-making technology. Before you use the technology to materially influence a hiring decision, give the candidate a clear, conspicuous notice that you use it, with instructions for getting more information; a prominent public notice where candidates interact with you (such as your careers page) satisfies this. This applies starting January 1, 2027.
- Explain a decision that goes against a candidate, within 30 days. When the tool materially influences a decision that goes against a candidate (such as not advancing them), give them, within 30 days, a plain-language description of the tool's role in the decision, a simple process to request more information, and an explanation of their rights under the law. This applies starting January 1, 2027.
- Let candidates correct their data and get a human review after an adverse decision. When the technology materially influences a decision that goes against a candidate, let them see and correct the personal data that was used, and offer a meaningful human review and reconsideration of the decision where commercially reasonable. This applies starting January 1, 2027.
- Keep records of automated hiring decisions for three years. Keep the records needed to show you complied — including which version of the tool was used and the notices and disclosures you gave — for at least three years after each hiring decision the tool materially influenced. This applies starting January 1, 2027.
What Amp does
- Documentation about the tool for your rollout. Amp gives you a tamper-evident package documenting the screening tool's intended uses and the uses it isn't suited to, the kinds of data used to build it, its known limitations, and instructions for using it properly, monitoring it, and providing a meaningful human review. Amp also notifies you of material updates to the tool.
- Amp bias-tests scoring and documents its limits. Amp tests candidate scoring for bias across protected groups, uses the same job-related setup for every candidate, and records the results among the tool's known limitations. Colorado's revised law no longer mandates impact assessments, but this supports the documentation Amp provides and your residual exposure under general anti-discrimination law.
- Amp keeps the candidate-data request system working. Amp keeps the system for retrieving candidate data running smoothly, so you can produce and correct the personal data used in a decision when a candidate asks after a decision goes against them.