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Medium urgency

US-CONGRESS HR10035: To amend title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Fair Labor Standards Act of 1938, the Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008 to require that individuals who perform work for employers as independent contractors be treated as employees.

Detected August 4, 2026 · in AI in Hiring & Employment Screening

HR10035 proposes reclassifying independent contractors as employees under major U.S. labor and anti-discrimination laws, which would extend Title VII, ADEA, FLSA, ADA, Rehabilitation Act, and GINA protections to gig workers. Currently referred to the House Committee on Education and Workforce.

Aforeworn detected this change in the AI in Hiring & Employment Screening space on August 4, 2026 and published this briefing so affected operators are forewarned rather than caught off guard. It is rated Medium urgency. Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, and background-screening providers that engage independent contractors. should confirm how it applies to their specific situation before acting. There is a time constraint attached: No immediate deadline; bill is in early legislative stage.. Acting after that point can mean penalties, a lapsed licence, or lost eligibility — exactly the kind of surprise Aforeworn exists to prevent. Aforeworn monitors AI in Hiring & Employment Screening continuously and turns every detected change into a plain-English briefing like this one, so you always know first. Forewarned is forearmed.

What changed

If enacted, businesses must treat independent contractors as employees for purposes of anti-discrimination and labor laws, triggering compliance obligations under Title VII, ADEA, FLSA, ADA, Rehabilitation Act, and GINA.

Who it affects

Enterprise employers, staffing/RPO firms, HR-tech/ATS vendors, and background-screening providers that engage independent contractors.

What you must do

Monitor the bill's progress and assess potential reclassification impacts on current contractor workforce and AI-driven hiring/employment screening practices.

Deadline

No immediate deadline; bill is in early legislative stage.

Source: https://www.congress.gov/bill/119th-congress/house-bill/10035

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