Illinois HB 3773 compliance, generated from your own systems.
Illinois HB 3773 amends the Illinois Human Rights Act so that an employer's use of AI in employment decisions is a civil-rights violation where it produces discriminatory effects on a protected class, alongside the Artificial Intelligence Video Interview Act.
Employer use of AI in any employment decision is in scope. Discriminatory effect — not intent — is the standard, and ZIP code may not be used as a proxy for a protected class.
The IHRA amendment makes it a civil-rights violation for an employer to use AI that subjects employees to discrimination on the basis of a protected class with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges or conditions of employment. The standard is effect, not intent.
It is a separate violation to use ZIP code as a proxy for a protected class. The amendment makes explicit what disparate-impact case law already implied: geographic proxies that correlate with race or ethnicity are not a workaround.
Employers must provide notice to employees when AI is used in any of the employment decisions listed above. The Illinois Department of Human Rights may adopt rules on the form and content of that notice.
The AI Video Interview Act, in force since 2020 and tightened since, sits alongside HB 3773: notice and explanation of the AI used in video interviews, consent before evaluation, restrictions on sharing the videos, and demographic-data reporting where applicants are selected on AI-only screening.
The files this framework actually requires.
The IHRA does not name a document set for AI — it names duties. Hael generates the disparate-impact tests, the employee notices and the AI video-interview records the law expects.
GRC tools tell you these are missing. Hael generates them — from each system's real configuration.
A checklist tells you what's missing. Hael puts it on record.
HB 3773 is an effects-based statute. Compliance is the testing, the audit and the notice — not a one-off attestation that AI is in use.
Discover, classify, produce — for Illinois HB 3773 / AIVIA.
Find the systems in Illinois HB 3773 / AIVIA scope, including embedded third-party AI.
Assess each against Illinois HB 3773 / AIVIA's risk tiers and obligations.
Generate the Illinois HB 3773 / AIVIA records, versioned and current.
Every obligation, mapped to the control that satisfies it.
Rows are the framework's clauses.
Columns are the controls and files that satisfy them.
Cells update as the underlying configuration changes.
Clause by clause.
Author once. Satisfy many.
The disparate-impact testing required by HB 3773 is the same testing required by NYC LL 144's bias audit and feeds the MEASURE function of NIST AI RMF. The employee notice mirrors the consumer notice required by Colorado SB 24-205 in shape. One AEDT, evidenced once, satisfies the employment-AI obligations of multiple US jurisdictions.
Make every AI used in employment decisions defensible.
Bring an AEDT used on Illinois employees or candidates. We'll register it and show the disparate-impact testing, employee notice and ZIP-proxy audit Hael would generate.