DEPLOYDatabase

Repealed · 2026-05-31

Out of registry scope. EEOC AI-in-employment guidance applies primarily to non-physical AI (hiring algorithms, evaluation systems, employment selection tools), only tangentially connected to physical AI through humanoid workplace deployments. Registry scope is physical AI (robots operating in the physical world). Filed in error; suppressed from aggregate views per constitutional seam #4 while canonical URL preserves the correction.

Regulation · Other · Repealed

EEOC AI-in-employment guidance (United States)

This rule no longer applies. The page remains as a historical record.

The US Equal Employment Opportunity Commission's framework applying federal anti-discrimination law to employer use of software, algorithms, and AI in hiring and employment decisions. It comprises the Artificial Intelligence and Algorithmic Fairness Initiative (launched October 2021); guidance applying the Americans with Disabilities Act to AI assessment tools (May 2022); and a technical-assistance document on assessing adverse/disparate impact under Title VII of the Civil Rights Act when AI is used in selection procedures (May 2023). The underlying ADA and Title VII statutes apply durably to AI-based employment tools; the specific EEOC technical-assistance documents have been subject to administration-dependent revision since 2025, so this entity's status events should be refined as that picture settles.

Jurisdiction: United States · Effective 2021-10-28

Machine-readable surfaces

Sources (10)

  1. https://www.eeoc.gov/ai
  2. https://www.eeoc.gov/newsroom/eeoc-launches-initiative-artificial-intelligence-and-algorithmic-fairness
  3. https://www.eeoc.gov/laws/guidance/americans-disabilities-act-and-use-software-algorithms-and-artificial-intelligence
  4. https://www.eeoc.gov/laws/guidance/select-issues-assessing-adverse-impact-software-algorithms-and-artificial-intelligence
  5. https://www.mayerbrown.com/en/insights/publications/2023/07/eeoc-issues-title-vii-guidance-on-employer-use-of-ai-other-algorithmic-decisionmaking-tools
  6. https://www.littler.com/news-analysis/asap/eeoc-issues-guidance-use-artificial-intelligence-tools-employment-selection
  7. https://www.seyfarth.com/news-insights/eeoc-issues-technical-assistance-guidance-on-the-use-of-advanced-technology-tools-including-artificial-intelligence.html
  8. https://www.workforcebulletin.com/eeoc-issues-new-workplace-artificial-intelligence-technical-assistance
  9. https://www.lawandtheworkplace.com/2023/05/eeoc-releases-technical-document-on-ai-and-title-vii/
  10. https://www.brickergraydon.com/insights/publications/The-EEOC-Issues-New-Guidance-on-Use-of-Artificial-Intelligence-in-Hiring

Status history

  • Repealed · 2026-05-31 · editor:phase-4b-scope-cleanup

    Out of registry scope. EEOC AI-in-employment guidance applies primarily to non-physical AI (hiring algorithms, evaluation systems, employment selection tools), only tangentially connected to physical AI through humanoid workplace deployments. Registry scope is physical AI (robots operating in the physical world). Filed in error; suppressed from aggregate views per constitutional seam #4 while canonical URL preserves the correction.

  • In effect · 2021-10-28 · editor:DEPLOY content-agent (Sprint 5a federal regs)

    Federal framework in effect; baseline status event (Sprint 5a). eeoc-ai-employment-guidance

Common questions

What does EEOC AI-in-employment guidance (United States) cover?
The US Equal Employment Opportunity Commission's framework applying federal anti-discrimination law to employer use of software, algorithms, and AI in hiring and employment decisions. It comprises the Artificial Intelligence and Algorithmic Fairness Initiative (launched October 2021); guidance applying the Americans with Disabilities Act to AI assessment tools (May 2022); and a technical-assistance document on assessing adverse/disparate impact under Title VII of the Civil Rights Act when AI is used in selection procedures (May 2023). The underlying ADA and Title VII statutes apply durably to AI-based employment tools; the specific EEOC technical-assistance documents have been subject to administration-dependent revision since 2025, so this entity's status events should be refined as that picture settles.
Where does EEOC AI-in-employment guidance (United States) apply?
EEOC AI-in-employment guidance (United States) is recorded as a other applying in United States on the DEPLOY registry.
When did EEOC AI-in-employment guidance (United States) take effect?
EEOC AI-in-employment guidance (United States) is recorded as effective October 28, 2021 on the DEPLOY registry.
Is EEOC AI-in-employment guidance (United States) still in effect?
EEOC AI-in-employment guidance (United States) is no longer in effect. The page remains as a historical record so corrections still reach readers.
What types of robots does EEOC AI-in-employment guidance (United States) apply to?
EEOC AI-in-employment guidance (United States) is recorded as cross-cutting on the DEPLOY registry, meaning it does not single out one robot form factor. Operators of any covered robot type in United States should review the underlying primary sources for applicability.
Methodology: Verified · 10 sources (no primary) · last reviewed 2026-05-31

Verification posture

Verified

Low confidence

Review state

Stable

Last reviewed 2026-05-31

Sources by quality tier

10
unclassified
Unclassified source

The framework is documented at /methodology. Corrections at /corrections. Reviewer: DEPLOY editorial team.

Methodology surface for EEOC AI-in-employment guidance (United States).

Canonical ID d088358f-9b8e-47db-9036-ad2facdd1de1