UNLEASH America 2026

Artificial Intelligence (AI) law is evolving at unprecedented speed, creating both significant opportunities and complex risks for businesses. Our team guides clients across the full lifecycle of artificial intelligence compliance and enforcement while navigating rapidly evolving legal, ethical, and technological risks. As businesses lean into new technologies and the power of human potential, we guide our clients through the complexities of Artificial Intelligence law—paving the way for a secure and innovative future.

Seyfarth Session

Our subject matter experts are proud to join the roster of moderators and panelists at the conference.

When: Thursday, March 19, 2026 11:30am - 12:20pm

Where: Boardroom 2 | Room 213

Speakers: David S. Baffa, Annette Tyman, Angelina T. Evans, Lauren Gregory Leipold, Pamela Q. Devata

Panel Description:

AI adoption in HR is accelerating with legal oversight emerging through global, federal, state and local legislation, regulatory enforcement, privacy laws, and litigation. HR leaders are now on the front line of AI risk, accountability, and governance.

While global frameworks like the EU AI Act continue to influence emerging AI standards, employers must operationalize AI governance across their organizations amid overlapping, and sometimes competing, legal standards through internal policies, risk management practices, and day-to-day HR decision-making in the absence of a unified framework. Against this backdrop, recent litigation challenging employment decisions involving AI tools, screening practices, and emerging AI-enabled workflows underscores how quickly routine HR processes can trigger exposure under employment discrimination, consumer protection and privacy laws. 

This executive boardroom provides senior HR, talent, and people analytics leaders direct access to employment, workplace privacy, data and people analytics attorneys who advise U.S. and multinational employers navigating AI risk today.

What We’ll Explore Together:

What Could Create Liability: Why AI used in hiring, screening, performance evaluation, skills inference, and workforce analytics creates heightened legal exposure under employment, labor, and data-protection laws, even without a formal EU “high-risk” label.

Regulatory Reality (Not the Theory) and Novel Legal Theories Testing the Contours of Liability in an AI-Enabled Workplace:  How AI enforcement is unfolding through regulators, enforcement action, and private litigation and what recent cases, settlements, and guidance signal for HR leaders deploying AI tools; how AI-enabled screening and decision-support tools are giving rise to novel litigation theories that test traditional assumptions about employer responsibility, vendor roles, consumer protection requirements and the applicability of existing statutory frameworks.

AI Rules That Matter Now: How laws and regulations across jurisdictions including in the EU, Colorado, California, New York City, Illinois, and others are shaping employer obligations.

Practical Risk Management for HR AI: How employers are building workable AI governance models in practice, including cross-functional ownership, bias testing and validation approaches, documentation that supports defensibility in investigations and litigation, and transparency to employees and candidates that align with evolving legal expectations.

From Compliance to Competitive Advantage: How leading organizations are using responsible AI practices in HR to build trust, reduce legal exposure, and differentiate their employer brand—without slowing innovation.

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