Mobley v. Workday, Inc. 

In Mobley, a job applicant alleged that Workday Inc.’s artificial intelligence-based hiring algorithms discriminated against him and other applicants. A key question in the case is whether software vendors like Workday, rather than just employers, can be liable in such bias cases. The EEOC ruled that Mobley had sufficiently pleaded that Workday is subject to Title VII, the ADA, and the ADEA as an employment agency, indirect employer, or agent of employers.