Illinois HB 3773
Illinois' amendment to the Human Rights Act governing employer use of AI in employment decisions. In force since 1 January 2026. Strict liability for discriminatory effects across the full employment lifecycle, mandatory worker notice, and a prohibition on zip-code proxies.
No discriminatory-effect AI in employment — strict liability, with notice.
HB 3773 amends the Illinois Human Rights Act to prohibit employers from using AI that has the effect of subjecting employees or applicants to discrimination on the basis of protected classes — across the entire employment lifecycle: recruitment, hiring, promotion, renewal, training selection, discharge, discipline, tenure, and terms and conditions. Liability is strict: a discriminatory effect is enough, and intent is not a defence.
Employers must give notice when AI is used in those decisions and may not use zip codes as proxies for protected classes. The Illinois Department of Human Rights enforces under the IHRA; IDHR's draft Subpart J implementing rules elaborate the notice form, recordkeeping and audit-trail expectations.
The files this framework actually requires.
HB 3773 turns into a small, concrete artefact set. Hael generates each from the system's live configuration.
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.
A checklist confirms the policy. Hael runs the disparate-impact testing, blocks the zip-code feature and seals the notice trail — strict liability is met by outcomes, not intent.
Discover, classify, produce — for Illinois HB 3773.
Find the systems in Illinois HB 3773 scope, including embedded third-party AI.
Assess each against Illinois HB 3773's risk tiers and obligations.
Generate the Illinois HB 3773 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 test record and notice lifecycle overlap directly with NYC Local Law 144's bias-audit and candidate-notice obligations and with the Colorado AI Act's consequential-decision duties — one evidence base covers an Illinois, New York City and Colorado employment footprint.
Strict liability — answered with evidence, not intent.
HB 3773 is in force. Hael runs the disparate-impact testing and notice lifecycle continuously and produces the IDHR recordkeeping file from the same evidence base.