How New Jersey A 2726 Automated Employment Decision Tool Bill applies to hr & hiring organizations and the obligations to plan for.
Employers and HR-tech vendors using AI for screening resumes, scoring candidates, conducting video interviews, or making employment-related consequential decisions.
This law applies to hr hiring organizations to the extent their AI use falls within the law's scope (see the obligations below). Organizations operating in New Jersey should treat this law as part of the baseline regulatory obligations alongside any sector-specific federal rules.
If enacted, an AEDT could not be sold, developed, deployed, used, or offered for sale in New Jersey unless the tool was subject to a bias audit in the past year and the sale included an annual bias-audit service at no additional cost.
Deadline: proposed_past_year_before_sale_or_use
If enacted, the AEDT developer would have to implement the recommendations from the most recent bias audit and issue a press release explaining how those recommendations were implemented.
Deadline: proposed_before_sale_or_use
If enacted, an employer or employment agency using an AEDT would have to notify each covered individual at least 10 business days before use through a website employment section, job posting, written policy, U.S. mail, or electronic mail, depending on whether the person is a candidate or employee.
Deadline: proposed_10_business_days_before_use
If enacted, an employer using an AEDT would have to provide covered individuals, within 30 days after use, notice that the tool was used, the job qualifications or characteristics assessed, data sources, retention policy, tool name, vendor, and enough adverse-outcome information to contest the employment decision.
Deadline: proposed_within_30_days_after_use
If enacted, an employer or employment agency would have to publish the most recent bias-audit date and results on its employment website in accessible, machine-readable, downloadable form, keep the summary posted for at least 10 years after the latest AEDT use, and issue a press release when the report is made publicly available.
Deadline: proposed_post_for_10_years_after_latest_use
This law applies to hr hiring organizations to the extent their AI use falls within the law's scope (see the obligations below). The law should be read with the source-derived obligations listed on this page and any sector-specific federal rules that apply to hr & hiring workflows.
New Jersey A 2726 Automated Employment Decision Tool Bill is scheduled to take effect on Not yet set.
New Jersey A 2726 Automated Employment Decision Tool Bill lists developer, deployer as the role coverage for New Jersey. The actual duty depends on whether the organization develops, deploys, procures, or uses the covered AI system in the law's scope.
New Jersey A 2726 Automated Employment Decision Tool Bill lists a maximum penalty of $2K in the Atlas record. Penalty exposure depends on the source section, violation type, and factual context.
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