Hidden Legal Landmines: Do Your HR AI Tools Meet Regulatory and Audit Requirements?

Overview:

As we move into 2026, HR teams are no longer “testing” AI—they’re relying on it for everyday decisions: resume screening and ranking, candidate matching, recruiting chatbots, video interviews, performance analytics, and even wellness or productivity signals. The challenge is that expectations around these tools are tightening at the same time—especially where automated systems can create biased outcomes, rely on proxy variables that correlate with protected traits, or use sensitive information in ways that raise discrimination, disability, or privacy concerns.

What’s making this feel harder for employers is the gap between how AI is purchased and how AI is evaluated. Procurement may select a vendor for speed and efficiency, recruiters want faster hiring, and HRIS teams focus on integration—then Legal/Compliance asks: Do we know what the tool is optimizing for? Can we explain decisions if challenged? What documentation do we have? Did the vendor provide independent testing or a bias review? Do we have appropriate disclosures or notices? Many vendors also treat model details as proprietary, leaving HR teams navigating risk with limited transparency.

Meanwhile, the landscape is increasingly shaped by state and local expectations, which creates real friction for multi-state employers. In some jurisdictions, employers are expected to disclose the use of certain automated employment tools, and in others, there is growing pressure to validate tools through documented assessments—especially for higher-impact systems that influence hiring and promotion decisions. The direction is clear: organizations are expected to show they have taken reasonable steps to evaluate AI tools, monitor outcomes, and address potential bias—not simply rely on vendor assurances.

A realistic scenario that many employers can relate to: an organization deploys an automated screening tool to speed up hiring. Months later, the data shows certain groups are disproportionately screened out. HR is asked to justify the tool’s results, explain why the criteria were used, and show what steps were taken to test and monitor for bias. Even when the tool is third-party, the employer still needs a defensible process—vendor due diligence, documented risk review, and a plan to respond if the outcomes raise concerns.

This session is designed to help HR, recruiting, compliance, and HR tech stakeholders navigate these pressures in a practical way. You’ll learn where the most common “legal landmines” tend to appear in HR AI, what to look for in higher-risk tools (like resume screeners, automated ranking, video/facial analysis, and certain wellness/wearable applications), and how to apply a clear risk and mitigation approach—including smarter vendor questions, more defensible documentation, and realistic governance steps that support innovation without ignoring compliance.

Areas covered in the session:

• Learn what AI tools are on the risk list due to their biases.
• Learn what resume screening vendors have been put on notice for their applicant biases.
• Learn what states have the most rigid AI regulations.
• Learn what the current administration has just done to scale back AI requirements in states.
• Learn how bias is measured and determined, and it should be a guide to proper AI use.
• Learn if you are currently using AI tools that have legal concerns.
• Learn how video interviews and facial recognition tools are major violators of the ADA.
• Learn how employer-based wellness and mental health wearable technology, like EKG tests, Fitness Tracking, and burnout tracking, can be a risk to privacy and after-work activities.
• Learn the Risk and Mitigation process for many of the AI tools being offered by vendors.

Handouts:

Attendees will gain access to exclusive handouts, including presentation materials provided by the speaker and additional resources developed by Amorit Education to aid your teams in post-session implementation.

Why should you attend?

Using HR AI can absolutely speed up recruiting and decision-making—but it can also create hidden exposure when outcomes look biased, decisions can’t be clearly explained, or vendor assurances don’t hold up under scrutiny. Many HR teams are now expected to show they’ve taken reasonable steps to evaluate tools, document due diligence, and monitor results.

This webinar helps you recognize where the biggest risks typically show up (screening, ranking, interviews, performance analytics, and certain wellness/monitoring tools) and what “good practice” looks like when selecting, using, and managing these systems—without turning HR into a legal project.

You’ll leave with clearer decision criteria, smarter vendor questions, and a practical risk-and-mitigation approach you can apply immediately—so you can keep using AI confidently in 2026 while reducing surprises.

Who will benefit?

This webinar is ideal for professionals who select, deploy, oversee, or rely on AI-enabled tools across recruiting, hiring, performance, employee monitoring, and HR operations.

It will also benefit anyone responsible for ensuring HR technology decisions align with compliance and audit expectations—those include:

• CHRO / VP / Director of Human Resources
• HR Manager / HR Generalist / HRBP
• Talent Acquisition Director / Recruiting Manager
• Recruiters / Talent Acquisition Specialists
• HRIS Manager / HR Systems Administrator
• HR Technology / People Technology Manager
• People Analytics / HR Analytics Lead
• DEI / Inclusion & Belonging Leader
• Employee Relations Manager
• Corporate Counsel / Employment Counsel
• Compliance / Risk / Internal Audit Leaders