HR 6356
Artificial Intelligence Civil Rights Act of 2025
Creates new compliance requirements or restricts common AI uses. Action needed.
TL;DR
Rep. Yvette Clarke (D-NY) introduced legislation requiring companies to audit their AI systems for bias and discrimination before using them to make decisions about people. The bill would give individuals the right to know when AI makes decisions about them and to appeal those decisions to a human.
How This Might Impact Your Business
Companies with over 50 employees using AI for hiring, lending, insurance, or housing decisions must conduct bias audits before deployment and annually thereafter
Businesses must provide written notice to individuals when AI systems make or influence decisions about them, including the factors used
Companies need to establish human review processes for any adverse AI decisions within 10 business days of a complaint
Violations carry penalties of $5,000 per incident plus potential class action liability
Healthcare providers and financial institutions face additional requirements to test AI systems on diverse populations before deployment
Small businesses (under 50 employees) and purely internal operational AI tools (like inventory management) are exempt
What Should You Do
Schedule a meeting with your HR and IT teams to inventory all AI tools used in hiring, performance reviews, or employee decisions
Contact your AI vendors to request bias testing documentation and demographic impact assessments
Begin budgeting for annual third-party AI audits (estimated $25,000-$100,000 per system)
Track the bill's progress through Energy and Commerce Committee; next hearing likely in Q1 2025
Who It Affects
Sponsors
Status Timeline
committee
Referred to the Committee on Energy and Commerce, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
December 2, 2025
AI-generated analysis for informational purposes only. Not legal advice. Always consult a qualified attorney for legal guidance.
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