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S2964

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

Disclaimer: This page provides general informational summaries only and does not constitute legal advice. AI-generated content may contain errors. Always consult a qualified attorney for guidance specific to your situation. Read full disclaimer →
AI Summary

Sets standards for bias audits of automated hiring tools in NJ, prohibiting use if audits are over a year old.

Business Impact

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

State
New Jersey
Bill Number
S2964
Status
Introduced
Risk Level
Medium
Category
Sector-Specific
Last Action
Mar 18, 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 New Jersey. Employers and employment agencies must ensure these tools comply with anti-discrimination laws by conducting audits at least annually. The bill outlines specific metrics for assessing bias, such as selection and impact ratios across various demographic categories. AEDTs cannot be used if more than one year has passed since the last bias audit.

Key Provisions

Latest Legislative Action

Introduced in the Senate, Referred to Senate Labor Committee

Bill Sponsors

Name Role District
Sponsor SD-016

Compliance Checklist

Conduct independent bias audits of AEDTs.
Who: Employers and employment agencies using AEDTs.
Deadline: Annually.
Penalty: Prohibition on AEDT use if not compliant.
Publicly disclose audit results.
Who: Employers and employment agencies.
Deadline: Before AEDT use.
Penalty: Potential legal challenges or restrictions.
Provide notice to candidates about AEDT use.
Who: Employers and employment agencies.
Deadline: At least 10 business days before AEDT use.
Penalty: Potential legal challenges or restrictions.

Related & Companion Bills

New Jersey A3855 — 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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