4/5ths rule
mandatory
Adverse-impact testing
Selection tools should not cause adverse impact; the four-fifths rule is a key screen for disparate impact across protected groups.
Regulation
Title VII / ADA applied to AI hiring tools (EEOC)
US EEOC · USA (federal) · Guidance
This page is a plain-English summary written by us, not legal advice — the official text is linked above. Our catalogue was last reviewed 2026-08-15; that is a review of the whole catalogue, not an independent legal verification of this entry.
Authority
US EEOC
Jurisdiction
USA (federal)
Type
Guidance
Status
In force
Maximum penalty
Discrimination liability under Title VII / ADA
Catalogue reviewed
2026-08-15
Official source checked
2026-08-23 — unchanged since our last read
Official text
Status
The EEOC's 2023 AI technical-assistance documents were removed in Jan 2025 and remain offline; they were non-binding guidance, not rules. The underlying law — Title VII disparate-impact liability, the ADA, and the four-fifths rule — continues to apply to AI-driven employment decisions.
Requirements (2)
ADA
mandatory
Reasonable accommodation
Provide reasonable accommodations and avoid screening out individuals with disabilities.
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Compare it with another regulation
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