{"id":371,"date":"2026-06-22T21:41:25","date_gmt":"2026-06-22T21:41:25","guid":{"rendered":"https:\/\/officemovingamerica.com\/?p=371"},"modified":"2026-06-22T21:41:25","modified_gmt":"2026-06-22T21:41:25","slug":"workday-must-face-california-lawsuit-over-ai-bias-in-job-screening-tools","status":"publish","type":"post","link":"https:\/\/officemovingamerica.com\/?p=371","title":{"rendered":"Workday Must Face California Lawsuit Over AI Bias in Job Screening Tools"},"content":{"rendered":"
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By Daniel Wiessner<\/p>\n<\/div>\n

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June 22 (Reuters) – Workday must face claims that \u2060its \u2060popular AI-powered human resources software \u2060weeded out job applicants at other companies in ways that violated California \u200blaw and a federal ban on discrimination against workers with disabilities, a federal judge ruled on Monday.\u00a0<\/p>\n

Read more US Opens Probe Into Fatal Tesla Crash Into Texas Home<\/a><\/p>\n<\/div>\n

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U.S. \u200cDistrict Judge Rita Lin in San \u200cFrancisco rejected California-based Workday’s claim that the state’s anti-discrimination laws do not apply when it \u2060screens people based \u2060outside California who are applying for jobs in other states and countries.<\/p>\n<\/div>\n

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The \u200bproposed class action filed in 2023 is the first of its kind to broadly target the algorithmic decision-making underpinning AI screening software that has become very common among large employers, and could help shape how \u200bsuch litigation is conducted.\u00a0<\/p>\n<\/div>\n

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Lin first rejected Workday’s attempts to dismiss the case in 2024, and \u2060on Monday \u2060mostly denied the company’s \u2060bid to toss \u200bout recent amendments to the lawsuit. She said that because Workday allegedly participated in unlawful \u200bconduct from its California headquarters, \u2060it could be held liable for discrimination under state law.\u00a0<\/p>\n<\/div>\n

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The judge also refused to dismiss a claim that Workday’s software can weed out job applicants based on “proxy indicators” of disabilities and illness, such as gaps in someone’s employment history, in violation of the federal Americans with Disabilities Act.\u00a0<\/p>\n<\/div>\n

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Lin dismissed \u2060a claim that Workday’s software discriminated against Asian American job applicants, saying the plaintiffs did \u2060not follow the proper procedure to add it to the lawsuit. The plaintiffs separately allege that Workday discriminated against Black job seekers, women and people older than 40.\u00a0<\/p>\n

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Workday and lawyers for the plaintiffs did not immediately respond to requests for comment.\u00a0<\/p>\n<\/div>\n

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Numerous surveys have found that more than 80% of U.S. employers, and virtually all Fortune 500 companies, are utilizing AI tools such as those made\u00a0by Workday in the hiring process. Government agencies and worker advocates have expressed concerns that AI tools can discriminate against job applicants \u2060when they are built using data that reflects existing biases.<\/p>\n<\/div>\n

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But there has been little litigation so far over employers’ use of the tools, which experts have said could be due to many job applicants not knowing when employers use AI software and the \u200bcomplexities of suing over cutting-edge technology.<\/p>\n<\/div>\n

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(Reporting by Daniel Wiessner in Albany, New \u200bYork; Editing by Alexia Garamfalvi and Aurora Ellis)<\/p>\n

Read more Judge Blocks Trump\u2019s Use of Revamped Immigration Database for Voter Checks<\/a><\/p>\n<\/div>\n

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Copyright 2026 Thomson Reuters<\/b>.<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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