{"id":2405,"date":"2025-06-18T08:22:09","date_gmt":"2025-06-18T06:22:09","guid":{"rendered":"https:\/\/blog.eprivacy.eu\/?p=2405"},"modified":"2025-06-18T08:22:09","modified_gmt":"2025-06-18T06:22:09","slug":"class-action-lawsuit-against-workdays-ai-recruiting-tool","status":"publish","type":"post","link":"https:\/\/blog.eprivacy.eu\/?p=2405","title":{"rendered":"Class Action Lawsuit Against Workday&#8217;s AI Recruiting Tool"},"content":{"rendered":"\n<p>The international HR software provider Workday is facing a class action lawsuit in the U.S. over alleged systematic discrimination against job applicants. This is one of the first major legal cases concerning the use of artificial intelligence in recruiting.<br>\u00a0<br><strong>What happened?<\/strong><br>A Black man over the age of 40, who says he suffers from depression, has filed a lawsuit. Over the past few years, he applied for more than 100 jobs at companies using Workday\u2019s AI recruiting tool \u2013 and was rejected every time. A US federal court has now granted class action status, allowing other affected individuals to join the lawsuit.<br>\u00a0<br><strong>How does the tool work?<\/strong><br>Thousands of companies worldwide use Workday\u2019s AI-powered applicant screening tools. These systems analyze resumes and applicant qualifications using algorithms. Candidates can be automatically rejected or advanced in the hiring process.<br>\u00a0<br><strong>What does the EU AI Act say?<\/strong><br>Under the EU AI Act, almost all AI applications in HR are classified as high-risk systems and must meet strict requirements. These include: Implementing an ethics policy; Establishing data governance and a risk management system; Bias detection and mitigation measures.<br>\u00a0<br>These rules aim to ensure that AI systems in recruiting are fair, transparent, and non-discriminatory<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The international HR software provider Workday is facing a class action lawsuit in the U.S. over alleged systematic discrimination against job applicants.<\/p>\n<p class=\"link-more\"><a class=\"myButt \" href=\"https:\/\/blog.eprivacy.eu\/?p=2405\">Read More<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=\/wp\/v2\/posts\/2405"}],"collection":[{"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2405"}],"version-history":[{"count":1,"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=\/wp\/v2\/posts\/2405\/revisions"}],"predecessor-version":[{"id":2406,"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=\/wp\/v2\/posts\/2405\/revisions\/2406"}],"wp:attachment":[{"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2405"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2405"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.eprivacy.eu\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2405"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}