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A3855

Creates standards for independent bias auditing of automated employment decision tools. Verified

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AI Summary

Establishes standards for bias audits of automated employment decision tools in New Jersey, with specific requirements for audit frequency and candidate notification.

Business Impact

If you use AI in hiring in New Jersey, you must conduct annual bias audits or face restrictions on tool usage.

State
New Jersey
Bill Number
A3855
Status
Introduced
Risk Level
Medium
Category
Sector-Specific
Last Action
May 16, 2024
Last Verified
Apr 22, 2026
Data Updated
Apr 22, 2026
What do these statuses mean?
Introduced — Filed in the legislature; not yet heard in committee
In Committee — Assigned to and being reviewed by a legislative committee
Passed — Approved by one or both chambers; awaiting further action
Signed / Enacted — Signed into law by the governor; may or may not be in effect yet
Dead / Vetoed — Vetoed, failed to pass, or session expired without action
Unknown — Status data not yet available or awaiting classification

Affected Industries

Human Resources Technology

Topics

What This Means

This bill mandates independent bias audits for automated employment decision tools used in hiring processes in New Jersey. Employers must ensure these tools comply with anti-discrimination laws, publicly disclose audit results, and notify candidates about AEDT usage at least 10 business days before use. The bill aims to enhance transparency and fairness in AI-driven hiring practices, affecting all employers using such technologies.

Key Provisions

Latest Legislative Action

Reported from Assembly Comm. as a Substitute, 2nd Reading

Bill Sponsors

Name Role District
Sponsor HD-007

Roll Call Votes

A · Assembly Science, Innovation and Technology Committee: Reported with Substitution · May 16, 2024
5 Yea 0 Nay 2 Other Passed ✓

Compliance Checklist

Conduct independent bias audits of AEDTs.
Who: Employers and employment agencies using AEDTs.
Deadline: Annually.
Penalty: Prohibition of AEDT use.
Publicly disclose audit results and data sources.
Who: Employers and employment agencies using AEDTs.
Deadline: Before AEDT use.
Penalty: Potential legal challenges.
Provide notice to candidates about AEDT use.
Who: Employers and employment agencies using AEDTs.
Deadline: At least 10 business days before AEDT use.
Penalty: Potential legal challenges.

Related & Companion Bills

New Jersey S2964 — Creates standards for independent bias auditing of automate… New Jersey A1021 — Creates standards for independent bias auditing of automate…

Full Legal Analysis

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