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 The law, the first of its kind in the U.S., aims to address growing concerns that AI can perpetuate biases and screen out qualified job candidates. (Credit: kras99/Adobe Stock) The law, the first of its kind in the U.S., aims to address growing concerns that AI can perpetuate biases and screen out qualified job candidates. (Credit: kras99/Adobe Stock)

The original version of this article was published on law.com.

Artificial intelligence has become an important tool for many insurers, and while some have found this technology invaluable during the hiring process, policymakers are concerned AI tools could be misused in ways that negatively affect prospective employees.

In New York City, these trends have dovetailed in a new employment law that illustrates one way policymakers aim to regulate AI tools: by holding companies accountable for any harms caused by the technology they are increasingly buying and using. But for some employment attorneys, this strategy fails to account for one circumstance: Many employers don’t have the technical skill to assess the impact of the tools they’re using.

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