If you’re using AI tools in your hiring process — or your HR software vendor is — you’re going to want to hear this.

A federal court just gave the green light for a lawsuit against Workday, one of the big names in HR tech. The claim? That their AI-driven screening process may have unfairly rejected older job applicants — specifically, people over the age of 40.

Now, let’s be clear: this doesn’t mean your software is discriminating. But it does mean that the courts are paying attention to how automated tools are making decisions — especially when it comes to hiring.

And if your system automatically filters resumes or screens candidates before you even see them — that matters.

So what should you do?

Take a quick look at the tools you’re using. Are you relying on an HR platform or an ATS to help sort through candidates? If so, ask the vendor: How does the tool work? Has it been tested for bias? What steps are in place to make sure it’s fair?

Also, don’t go fully hands-off. It’s still your company, your job postings, and your decision at the end of the day — and that means the legal responsibility is yours, too.

The takeaway: AI can be a great support, but it’s not a free pass to skip over thoughtful, human judgment. If something feels too automated, take a second look.

And if you’re not sure what questions to ask your vendor — that’s what we’re here for.