Workday
Workday AI Hiring Discrimination Lawsuit
The lawsuit alleges that Workday's automated applicant-screening tools disadvantaged certain job applicants based on age, race, sex, or disability. A nationwide age-discrimination collective has received preliminary certification, but the case remains unresolved and no settlement, established payout, or guaranteed recovery exists.
Key facts
A group of job applicants alleges that Workday’s automated screening and recommendation tools unlawfully disadvantaged applicants based on age, race, sex, or disability. The plaintiffs claim the tools screened, scored, sorted, or ranked applications in ways that produced discriminatory results. Workday disputes the allegations, and the court has not determined that its technology discriminated against applicants.
The case began with claims brought by Derek Mobley, who alleged that he was rejected after applying for numerous positions through Workday’s platform. Additional plaintiffs later joined the case, and the complaint now includes claims under federal employment discrimination laws and California’s Fair Employment and Housing Act.
In May 2025, the court granted preliminary certification to a nationwide collective under the Age Discrimination in Employment Act. That collective covers certain applicants age 40 or older whose applications were processed by Workday’s artificial intelligence and who were denied an employment recommendation beginning September 24, 2020. Preliminary certification allowed notice and further discovery to proceed. It was not a decision that discrimination occurred or that participating applicants are entitled to compensation.
The litigation remains active. There is no settlement fund, settlement administrator, court-approved settlement claim form, established payout, or guaranteed recovery. The amount and type of relief, if any, will depend on future court rulings and the outcome of the case.
Who may qualify
The preliminarily certified age-discrimination collective covers certain individuals age 40 or older who, beginning September 24, 2020, applied for employment through Workday's platform and allegedly had an application scored, sorted, ranked, or screened by Workday's artificial intelligence without receiving an employment recommendation. Other proposed claims involving race, sex, disability, and California law remain subject to further court proceedings. Inclusion in a proposed group does not guarantee compensation.
What proof do you need?
Do you need proof of purchase?
There is no settlement claim form or standardized settlement proof requirement. Participation in the age-related collective and any potential individual relief depend on the court's procedures and evidence showing that an applicant falls within the applicable group.
Where do these requirements come from?
From the official settlement notice - the document that sets out who qualifies and what they have to provide. Claim summarizes it; Claim does not set it. Where the notice and this page disagree, the notice is the one that counts.
How can I check a settlement email or text?
Who is the administrator?
N/A is the settlement administrator: the company a court appoints to run the claims process, send notices and make payments. It is not the company being sued, and it is not Claim.
Is the sender's name enough to trust the message?
No. A sender name, a display name, a reply-to address and even a case number can all be copied. Check the case name and number in the message against the ones on this page, and reach the court-authorized settlement website yourself rather than through a link or button in the message.
What warning signs should I look for?
Any request for a fee, a payment or a wire to release settlement money. Any request for full banking login details. Pressure to act straight away. A web address that does not match the one in the official notice. Genuine notices identify the case by name and number and explain how payment is made, sometimes offering a payment election such as a check, a digital payment or a virtual card.
Claim helps you check whether you may qualify, understand the official requirements, and keep track of settlement deadlines.
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