EEOC v. iTutorGroup — First Federal AI Hiring Discrimination Consent Decree (E.D.N.Y.)
E.D.N.Y. · EEOC v. iTutorGroup, Inc., No. 1:22-cv-02565 (E.D.N.Y. Sept. 11, 2023)
The EEOC's first AI-hiring-discrimination case ended with a $365,000 consent decree in September 2023. iTutorGroup's online application system was programmed to auto-reject female applicants 55+ and male applicants 60+ — a clear ADEA violation through algorithmic age screening.
Technical detail
EEOC v. iTutorGroup, Inc., No. 1:22-cv-02565 (E.D.N.Y., consent decree Sept. 11, 2023; Judge Pamela K. Chen). $365,000 settlement plus injunctive relief: rewrite application software to remove date-of-birth-based exclusion, post anti-discrimination policy, three-year EEOC monitoring, train recruiters and developers on ADEA compliance for automated screening.
Who is protected: U.S. workers age 40+ subject to automated employment decisions
Who must comply: iTutorGroup, Inc. and similarly situated employers using algorithmic age-screening
Key facts
| Jurisdiction | E.D.N.Y. |
|---|---|
| Level | Federal |
| Status | In effect |
| Protection strength | Stronger protection |
| Effective date | 2023-09-11 |
| Citation | EEOC v. iTutorGroup, Inc., No. 1:22-cv-02565 (E.D.N.Y. Sept. 11, 2023) |
| Topics | AI hiring and employment · automated decision-making |
| Last verified | 2026-06-17 |
| Official source | EEOC v. iTutorGroup — EEOC press release ↗ |
Related AI hiring and employment rules elsewhere
- FCRA (AI in credit & background checks) · In effect
- Title VII / ADA (AI hiring) · In effect
- Mobley v. Workday (AI Hiring Bias) · Blocked / in litigation
- EEOC AI Title VII Guidance · In effect
- DOL WHD FAB 2024-1 · In effect
- OPM AI Workforce Guidance · In effect
See something wrong or out of date? Submit a correction — every entry must carry a verifiable official source.