---
title: "AI recruitment and HR tool discrimination-risk audit checklist"
url: "https://ailawframework.com/precedents/anti-discrimination-and-industrial-relations/ai-recruitment-bias-audit-checklist"
type: "precedent"
site: "AI Law Framework"
id: "a15-ai-recruitment-bias-audit-checklist"
area_id: "A15"
kind: "checklist"
ai_level: "yellow"
version: 1
law_stated_as_at: "2026-10-17"
---

# AI recruitment and HR tool discrimination-risk audit checklist

> Audit checklist for AI screening, ranking, assessment and video-interview tools: maps inputs and outputs to protected attributes, tests for indirect discrimination, checks reasonable adjustments, privacy, human review…

Canonical page: https://ailawframework.com/precedents/anti-discrimination-and-industrial-relations/ai-recruitment-bias-audit-checklist  
Law stated as at: 2026-10-17

Site index for agents: https://ailawframework.com/llms.txt

Audit checklist for AI screening, ranking, assessment and video-interview tools: maps inputs and outputs to protected attributes, tests for indirect discrimination, checks reasonable adjustments, privacy, human review and vendor terms.

## Key facts

- Kind: Checklist. Steps or checks to work through and tick off.
- Practice area: [Anti-Discrimination & Industrial Relations](https://ailawframework.com/precedents/anti-discrimination-and-industrial-relations.md)
- Jurisdictions: Australia, European Union, United States
- AI level: Yellow. AI can help in set ways. A lawyer checks specific points before use.
- Law stated as at: 2026-10-17
- Status: Maintained. Checked on 2026-10-17 against the 8 authorities it cites, for Australia, European Union and United States.

## When to use it

Use before a client buys, deploys or renews an AI tool used in recruitment, promotion, rostering or performance decisions, and when a complaint suggests the tool has a discriminatory effect. It does not replace statistical testing by a qualified analyst.

## How AI may be used

AI can help inventory the tool's inputs and outputs and draft vendor questions, but the audit needs human statistical and legal review, and must not rely on the vendor's own AI self-assessment.

**AI may:**

- Summarise the vendor's documentation into the inventory in Part A.
- Draft the vendor questionnaire and contract issues list in Part G.
- Tabulate de-identified selection data supplied by the client for the analyst.

**AI must not:**

- Must not infer candidates' protected attributes (for example, race, disability or age) from names, photos, voices or CVs.
- Must not be given identifiable candidate data in a tool not approved for that data.
- Must not conclude that the tool is lawful or non-discriminatory.

**The lawyer checks:**

- A qualified person has done the adverse-impact testing and the lawyer has assessed reasonableness.
- A non-AI alternative assessment and reasonable adjustments are available to candidates.
- A person with authority reviews AI outputs before any decision.
- Candidate notices and the privacy policy describe the tool accurately.

## Authorities

- [Sex Discrimination Act 1984 (Cth) ss 5, 7B, 7C, 14](https://www.legislation.gov.au/C2004A02868/latest/text)
- [Disability Discrimination Act 1992 (Cth) ss 5, 6, 15, 21A, 21B](https://www.legislation.gov.au/C2004A04426/latest/text)
- [Racial Discrimination Act 1975 (Cth) ss 9, 15](https://www.legislation.gov.au/C2004A00274/latest/text)
- [Age Discrimination Act 2004 (Cth) ss 14, 15, 18](https://www.legislation.gov.au/C2004A01302/latest/text)
- [Fair Work Act 2009 (Cth) s 351 (adverse action against prospective employees)](https://www.legislation.gov.au/C2009A00028/latest/text)
- [Privacy Act 1988 (Cth) Sch 1 APPs 1, 3, 5, 10, 11; APP 1.7-1.9 automated decision transparency from 10 December 2026](https://www.legislation.gov.au/C2004A03712/latest/text)
- [Regulation (EU) 2024/1689 (AI Act) art 6(2) and Annex III point 4 (employment), high-risk rules applying from 2 December 2027 after Regulation (EU) 2026/1744](https://eur-lex.europa.eu/eli/reg/2024/1689/oj)
- [New York City Local Law 144 of 2021 (automated employment decision tools: bias audit and notice)](https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page)

## Full text and drafting notes

The full text and the drafting notes are not part of this public page. Signed-in firm accounts can read them at https://ailawframework.com/precedents/anti-discrimination-and-industrial-relations/ai-recruitment-bias-audit-checklist and through the signed-in MCP connector https://ailawframework.com/mcp/firm.

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*