Illinois — Human Rights Act AI-in-hiring amendment (775 ILCS 5/2-102(L)), effective January 1, 2026
What it asks of employers
- Don't use AI that discriminates. You may not use AI in recruiting or hiring in a way that ends up discriminating against protected groups, and you may not use ZIP codes as a stand-in for one; review Amp's bias-test and audit evidence before you start and while you use it.
- Tell candidates you're using AI. You must tell candidates you're using AI to help evaluate them for the role; the exact timing and method are still being set by state regulators, and Amp can draft the candidate notice for you to publish.
What Amp does
- Amp bias-tests scoring and applies it consistently. Amp regularly tests candidate scoring for bias across protected groups and uses the same job-related setup for every candidate, giving you up-to-date evidence that the tool isn't producing a discriminatory effect.
- Fairness evidence package. Amp can produce an evidence package documenting the method, results by group, and scoring setup that you or the Illinois Department of Human Rights can use to review how the AI was checked for fairness.