No statute requires the policy itself. However, the New Jersey Law Against Discrimination holds you liable for discriminatory outcomes from automated hiring tools — including tools you bought rather than built. Under the December 2025 disparate impact rules, the burden shifts to the employer to justify a screening practice with evidence. That evidence is documentation: vendor bias testing, job-relatedness, and the alternatives you considered. So while no law names the policy, the policy is how you produce the defense.
