Law / United States / 
Illinois
Artificial Intelligence Video Interview Act
820 ILCS 42/1 et seq. (P.A. 101-260, eff. Jan. 1, 2020)
A citation is an address, not a summary. The first part names the law; what follows narrows it to the exact section, article or paragraph.
What follows is LexLint's own research summary of this law, not legal advice.
In force since 1 January 2020.
An AI transparency rule binding private bodies.
As of 6 September 2026.
What it requires
- Before asking an applicant to submit a video interview, notify them that artificial intelligence may be used to analyze it and consider their fitness for the position.
- Explain, before the interview, how the artificial intelligence works and what general types of characteristics it uses to evaluate applicants, and obtain the applicant's consent.
- Do not share an applicant's video except with a person whose expertise or technology is necessary to evaluate fitness for the position.
- Delete an applicant's interview video, and instruct anyone else who received a copy to do the same, within 30 days of the applicant's request.
- If you rely solely on AI analysis of a video interview to select applicants for an in-person interview, collect and report race and ethnicity data on applicants and hires to the Department of Commerce and Economic Opportunity every year by December 31.
What it reaches
How the hook was established
express
What makes it apply
Place of effect
Obligation class
Disclosure, Consent, Retention, Reporting
What it makes you log
Who may demand the log
Regulator
What the log must hold
Affected person reference
Logging duty
Section 20 requires an employer that relies solely on artificial intelligence analysis of a video interview to decide who receives an in-person interview to collect race and ethnicity data on its applicant pool and report it to the Department of Commerce and Economic Opportunity every year by December 31, so the Department can analyze whether the practice discloses racial bias. The clause never names a log, record, or audit trail; it requires collecting and reporting data that cannot be produced without keeping it over the reporting period, so the duty is implicit. Section 15's separate duty to delete an applicant's video within 30 days of the applicant's request governs the underlying interview recording, not this demographic record, and states no retention period for what Section 20 requires.
- Kind
- Implicit
- As of
- 21 September 2026
- Provision
- 820 ILCS 42/20(a) and (b)
- Trigger
- automated_decisions
Who checks it
Audit expectation
periodic
What this law does
Drafted with AI from the cited sources under the direction of UnGovr staff. UnGovr holds editorial responsibility for this page.
An employer that asks applicants for Illinois-based positions to record video interviews and uses artificial intelligence to analyze those videos must, before the interview, notify the applicant that AI may be used, explain how the AI works and what general characteristics it evaluates, and obtain the applicant's consent; sharing of the video is limited to persons whose expertise or technology is necessary to evaluate fitness for the position, and an applicant may request deletion of their video within 30 days.
An employer that relies solely on AI analysis of a video interview to decide who receives an in-person interview must collect and annually report race and ethnicity data on applicants and hires to the Department of Commerce and Economic Opportunity, which reports to the Governor and General Assembly whether the data disclose racial bias.
When LexLint raises it
high_risk_decisions
Read the law
official text, Illinois Compiled Statutes, Illinois General Assembly (ilga.gov)
Every line above is drawn from the primary source linked here, read on the date shown. This is a research summary, not legal advice.