Illinois HB 3773 — AI in employment

Note: this explainer is informational and framework references are never a compliance guarantee — align your program with your legal counsel.

What HB 3773 requires

Illinois HB 3773 amends the Illinois Human Rights Act, effective January 1, 2026: employers may not use AI in a way that discriminates in recruitment, hiring, promotion, discipline, discharge, or other terms of employment — including using ZIP codes as a proxy for protected classes — and must notify employees when AI is used for such decisions.

What it means for your company

The duty attaches to use, not to procurement: a recruiter running candidate CVs through a general-purpose chatbot is AI use in an employment decision, whether or not HR ever bought an "AI hiring tool". To give the required notice — and to defend against a discrimination claim — you first need to know where AI actually touches employment decisions in your organization.

How Shield operationalizes it

The Monitor AI use in HR decisions preset (referenced to Illinois HB 3773) logs usage of discovered HR and recruiting AI tools into the audit trail — the evidence base for the notice and non-discrimination duties. It applies automatically to whichever such tools your organization has discovered, so coverage tracks reality instead of a static list.

Apply it via the preset library; it ships in the US AI in Employment bundle.

The outcome

A current, factual inventory of AI in your employment workflows: you know whom to notify, which tools your policies must govern, and you hold usage records if a decision is ever challenged.