In one paragraph
New Jersey's A1021 would bar an employer or employment agency from using an automated employment decision tool if more than one year has passed since its most recent independent bias audit. Audits would have to calculate selection or scoring rates and impact ratios across categories such as sex, race, age and disability. Pre-filed for introduction in the 2026 session.
Plain-English summary, written with AI assistance. The official text controls.
What it means for business
Employers using automated hiring tools in New Jersey would need an independent bias audit at least every year to keep using them.
Key provisions
- Sec. 1: defines 'automated employment decision tool', 'bias audit', 'impact ratio' and 'independent auditor' (not independent if it built or used the tool, or has employment or financial ties to the employer or vendor)
- Sec. 2: no use of a tool once more than one year has passed since its most recent bias audit
- Sec. 2: audits must compute selection or scoring rates and impact ratios across listed categories, including sex, race and ethnicity, age, disability, religion, sexual orientation, gender identity and public assistance income
- Sec. 2: an auditor may exclude a category under two percent of the data, with a justification
- Sec. 3: audits generally use the tool's training data; test data allowed if training data is insufficient, with an explanation
- Sec. 4: takes effect on the first day of the seventh month after enactment; the Commissioner of Labor and Workforce Development may act in anticipation. The text sets no penalties
Latest legislative action
Jan 13, 2026. Introduced, Referred to Assembly Science, Innovation and Technology Committee
Sponsors (showing 5 of 25)
| Name | Role |
|---|---|
| Downey, Joann | Primary |
| Houghtaling, Eric | Primary |
| Jasey, Mila M. | Primary |
| Muñoz, Nancy F. | Primary |
| Oliver, Sheila Y. | Primary |
Topics and industries
Related topics
Affected industries
This page is general information, not legal advice. Summaries are AI-assisted and may contain errors; read the statute for the controlling text and talk to a lawyer about your situation. Full disclaimer · Report an error