DOL AI in Workplace Guidance
In effect since
Overview
Non-binding principles for AI in the workplace covering transparency, human oversight, informed consent, data protection, non-discrimination, worker voice, and compliance with existing labor law. Issued under Biden DOL. Status under Trump administration uncertain. However, underlying labor law obligations persist.
This is federal agency guidance interpreting existing statutes and rules.
Who this applies to
This regulation applies to both companies that build AI products and companies that use AI tools from other vendors.
AI categories covered
- Employment and hiring
Specific AI use cases:
- Resume screening and ranking
- Candidate assessment and scoring
- Workforce scheduling and optimization
What this requires you to do
Transparency notice required
Provide transparency notices. Inform affected individuals that AI is being used and how it influences decisions.
Bias testing required
Perform bias testing. Test your AI systems for discriminatory impact across protected classes.
Record-keeping required
Maintain records. Keep documentation of your AI systems, decisions made, and compliance activities.
Enforcement and penalties
Non-binding guidance. Underlying labor law obligations (FLSA, OSHA) persist regardless.
Legislative history
How this law got here
Latest
guidance issuedDOL publishes non-binding AI workplace principles
Earliest
Source
Read the full text
https://www.dol.gov/agencies/odep
Last verified: April 9, 2026
Always verify current language and amendments at the official source.
This rule references NIST AI RMF practices. See the federal NIST AI RMF entry for context and source links.
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