DOJ: Algorithms, AI and Disability Discrimination in Hiring

AI-use reference. Live official guidance. Applies to: State/local government employers using hiring or other employment technology; ADA coverage and individual circumstances determine duties. Requirements or purpose: Avoid unlawful disability screening; evaluate technologies for job-related assessment; provide reasonable accommodations absent undue hardship; avoid prohibited medical/disability inquiries. Employer remains responsible when another company supplies the tool. Limits: The guidance expressly has no force/effect of law and creates no additional duties. Its ADA citations are the legal anchors; not a mandatory universal AI audit or disclosure statute.