IL HB3773: LIMIT PREDICTIVE ANALYTICS USE Verified

Illinois HB3773 introduces significant amendments to the Employment Article of the Illinois Human Rights Act, focusing on the use of artificial intelligence in employment practices. The bill explicitly prohibits employers from using AI in ways that result in discrimination against individuals based on protected classes, such as race, gender, and disability, including the use of zip codes as a proxy for these classes. Additionally, it mandates that employers must provide notice to employees when AI is utilized in recruitment, hiring, promotion, or other employment-related decisions. The effective date for compliance with these provisions is set for January 1, 2026. Employers who fail to comply with these requirements may face civil rights violations, which could lead to legal repercussions and penalties. The bill defines 'artificial intelligence' and 'generative artificial intelligence,' ensuring clarity in what technologies are covered under this regulation. This legislation aligns with a growing trend in various states to regulate AI usage in employment, reflecting increasing concerns about algorithmic bias and discrimination. Overall, HB3773 represents a proactive approach to ensuring that the deployment of AI in the workplace does not infringe upon the civil rights of employees, promoting fairness and accountability in the use of technology in employment decisions. Additionally, the bill removes the amendatory changes to the Consumer Fraud and Deceptive Business Practices Act.