The US Labor Department rolled out a new website Tuesday to instruct employers and workers on how to ensure artificial intelligence technology doesn’t lead to discrimination or limit accessibility for disabled job seekers.
![](https://thenigerialawyer.com/wp-content/uploads/2026/05/2026-Summer-IDRI-Masterclass.jpg")
The guidance is the latest release tied to President Joe Biden’s executive order on the safe development of AI.
The new voluntary “AI & Inclusive Hiring Framework,” will “help organizations advance their inclusive hiring policies and programs, specifically for people with disabilities, while managing the risks associated with deploying AI hiring technology,” the DOL said.
The guidance advises employers to “responsibly” implement AI in the workplace by identifying legal requirements, developing human oversight processes, and classifying the technology, among other considerations.
“The Office of Disability Employment Policy works with many employers eager to hire people with disabilities and benefit from their talents,” said DOL Assistant Secretary for Disability Employment Policy Taryn Williams in a statement about the new website. “These employers recognize that AI tools can improve recruitment and hiring but may also impact workplace culture and inclusion of disabled employees.”
The guidance was published online by the Partnership on Employment & Accessible Technology, and is funded by the DOL’s Office of Disability Employment Policy.
The website marks the latest effort from the Biden administration to set up guardrails around the nascent technology following a 2023 executive order that directed federal agencies to evaluate AI’s risks worker displacement, national security, and other areas.
In May, the DOL and White House released a set of basic principles outlining how employers can protect workers from the adverse impacts of AI. Tuesday’s guidance includes specific examples and more detailed instructions for employers to integrate these practices into their workplace.
The agency also released a FAQ in April explaining how federal contractors can still keep up with their Equal Employment Opportunity obligations while using AI, and instructions to its Wage and Hour Division offices on how the Fair Labor Standards Act still applies to AI.
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