AI Hiring Compliance
Packet Generator
DOJ consent decrees, EEOC enforcement, NYC LL144, and Colorado SB24-205 all require you to be able to produce documentation of your AI hiring practices on demand. A compliance packet puts everything in one place.
EmployArmor automatically pulls your bias audit records, impact assessments, candidate disclosure logs, and training completion certificates into a single AG-ready packet — exportable in one click.
What a Compliance Packet Requires
Regulators don't want policies. They want dated proof that you did the required things. Here is what should be in every AI hiring compliance packet.
What Goes in a Compliance Packet
A compliance packet documents your AI hiring practices for regulators. It should include bias audit reports, impact assessment records, candidate disclosure logs, consent tracking, training completion records, and your AI hiring policy.
When You Need One
DOJ consent decrees and EEOC settlements require compliance packets immediately upon execution. NYC LL144 and Colorado SB24-205 require documentation available for AG review on demand. Any employer facing an audit, complaint, or investigation needs one ready to produce.
What Regulators Look For
The DOJ, EEOC, and state AGs want to see dated records of every compliance activity — not just policies. They look for evidence that you ran the required audits, sent the required notices, completed required training, and maintained records of all of it.
How Often to Update
Your compliance packet should be updated at least annually — and immediately after any bias audit, new tool deployment, or change in the laws governing your hiring process. Stale documentation is nearly as bad as no documentation.
One packet. Every record. Ready in minutes.
EmployArmor is the only platform that connects your bias audits, impact assessments, candidate notices, and training records — so your compliance packet builds itself. When the AG's office calls, you export and send.
- Pulls data automatically from all other EmployArmor tools
- Formatted for regulatory review by DOJ, EEOC, and state AGs
- Includes bias audit reports and impact assessment records
- Disclosure logs with delivery timestamps for every candidate
- Training completion records with certificates
- One-click export as PDF for immediate production
Where Compliance Documentation Is Required
Federal enforcement and state laws all require you to produce documentation. EmployArmor covers all of them in one packet.
| Jurisdiction | Requirement | Risk |
|---|---|---|
| Federal / DOJ | Required immediately in settlements like iTutorGroup and Elegant Enterprise. | High |
| New York City | Documentation required for AG review. Annual bias audit records must be maintained. | High |
| Illinois | Consent logs and bias review records required for state enforcement review. | High |
| Colorado | Impact assessment records and AG notification docs required. Effective June 2026. | High |
| All States | EEOC Title VII enforcement applies nationwide. Documentation of AI hiring practices required. | Medium |
Updated March 2026. EmployArmor monitors all 50 states for AI employment legislation.
Policies Are Not Proof
View AI hiring lawsuits tracker →When the DOJ Immigrant and Employee Rights Section or EEOC opens an investigation, they ask for records — not policies. Having a written policy saying you conduct bias audits is not the same as producing the audit report, the auditor's name, the date, and the statistical results. Under 42 U.S.C. § 2000e (Title VII) and 8 U.S.C. § 1324b (INA), documented proof of your hiring practices is essential.
In settlements like the iTutorGroup and Elegant Enterprise cases, companies had to provide years of documentation on demand. Companies that had built documentation workflows from the start were in a far better position. If your AI tools also use consumer report data, 15 U.S.C. § 1681 (FCRA) requires additional documentation — adverse action notices, authorization records, and dispute logs — that must also be in your compliance packet. The CFPB and FTC enforce FCRA alongside the DOJ.
EmployArmor creates that documentation automatically as you run your bias audits, impact assessments, candidate disclosure notices, and compliance training. The compliance packet is always current because it is always being updated.
See our AI hiring compliance checklist for the full list of documentation you should maintain.
Frequently Asked Questions: Compliance Packet
What is an AI hiring compliance packet?
A compliance packet is your complete documentation bundle — bias audit reports, impact assessments, candidate disclosure logs, training certificates, and AI policy — organized for immediate regulatory production. It satisfies 42 U.S.C. § 2000e (Title VII), 8 U.S.C. § 1324b (INA), and 15 U.S.C. § 1681 (FCRA) documentation requirements.
When do I need a compliance packet ready?
Yesterday. DOJ consent decrees require immediate production. NYC LL144 and Colorado SB24-205 require documentation available for AG review on demand. Any employer under an EEOC charge needs records ready to produce within days — not weeks. Pre-building your packet is the only safe approach.
What do the DOJ and EEOC look for in a compliance packet?
Dated proof that you actually did the required things — audit reports with auditor names and dates, timestamped candidate disclosure logs, training completion certificates, signed AI policy documents. A policy that says you do these things is not a substitute for records showing you did them.
How often should a compliance packet be updated?
At minimum annually. Update it immediately after any bias audit, new tool deployment, vendor change, or material law change. Under DOJ consent decrees, material changes typically require re-approval and documentation within 30 days.
Does FCRA documentation need to be in the compliance packet?
Yes, if your AI tools use or generate consumer report data. Under 15 U.S.C. § 1681 (FCRA), you need authorization records, adverse action notices, and dispute logs. The CFPB and FTC both enforce FCRA, and both can request these records in investigations.
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