Workday

A lawsuit alleging artificial intelligence bias against Workday's hiring tools has advanced, with a court conditionally certifying an ADEA claim, raising critical questions about AI accountability in HR.

The Workday and Meta cases raise critical questions about human oversight in AI employment decisions, particularly concerning training data for disability, leave, and accommodation rights.

The Mobley v. Workday case carries significant legal implications for HR leaders, as courts begin addressing AI-related discrimination claims, potentially paving the way for more litigation.

Workday Learning, now generally available and powered by Sana, offers an AI-native learning experience utilizing Workday's reliable data infrastructure.

A lawsuit against Workday involving artificial intelligence highlights the ongoing scrutiny of AI-powered recruiting systems as the case proceeds through the legal system.

Vast Edge has introduced an AI-powered payroll recovery testing system designed to work with Workday backups, enhancing financial data integrity.

The use of artificial intelligence in hiring presents significant legal risks, as highlighted by a prominent lawsuit filed against Workday.

An analysis of 8 million job postings reveals that 39% remain open for over a month, with many platforms showing a high percentage of stale listings, and most jobs do not disclose salary information, suggesting a systemic issue in the job market.

A legal case involving Workday in California is progressing, with most hiring bias allegations remaining, thereby keeping claims under the Fair Employment and Housing Act and Americans with Disabilities Act active and introducing new questions regarding risks associated with HR technology vendors.

A federal judge ruled that California's anti-discrimination laws, including those related to artificial intelligence, can be applied to nonresidents due to Workday's headquarters in the state, allowing discrimination claims to proceed.

Top software companies, including Salesforce, ServiceNow, and Workday, are demonstrating significantly higher revenue generation per employee compared to average firms, indicating a strong performance trend within the HR technology sector.

A recent CS graduate expresses bewilderment after receiving 11 rejections despite numerous referrals from high-level contacts and extensive resume tailoring, questioning the effectiveness of the current tech job market.

While employees are increasingly turning to artificial intelligence for advice due to its perceived lack of judgment compared to colleagues, Workday notes that these tools may be contributing to a "connection deficit."

Workday has introduced new tools enabling developers to create, connect, and verify AI agents for HR, finance, and IT functions.

Workday and Google Cloud are extending their strategic partnership to integrate artificial intelligence agents into daily workflows for HR and finance professionals.

Artificial intelligence is poised to challenge existing HR platforms like Workday by addressing inefficiencies in manual workarounds and unwieldy program management.

Workday has integrated its Sana AI capabilities into Microsoft Copilot, enabling employees to quickly obtain answers regarding various HR-related queries such as vacation and expense information directly through the Copilot interface.

Workday is focusing on employee recognition as a strategy for retention in an evolving, AI-influenced market.

Workday Government has launched a Personnel Action Request agent designed to modernize federal human resources processes and improve mission readiness.

Workday is redefining its strategy in the AI era by integrating its acquired companies and repositioning itself as a platform for agents, moving beyond its traditional role as a system of record for finance and HR.

Pluralsight has introduced a new AI sandbox, guided learning capabilities, and enterprise integrations to assist teams in developing employable technology skills.

A hospital TA specialist is exhausted from constantly chasing hiring managers to complete their part of the hiring process in Workday, leading to candidate dropouts and complaints about staffing shortages.

Recent lawsuits against HR technology firms like Eightfold and Workday indicate a rising accumulation of legal risks associated with deploying artificial intelligence in employee practices.

A recent federal judge's mixed ruling in the Mobley versus Workday case, which dismissed several core arguments from the HR technology provider, suggests emerging legal risks in artificial intelligence hiring practices.

This update covers significant developments in the human resources technology sector, including Workday's agent launch, news regarding Oracle and isolved, and other relevant industry announcements.

Workday is introducing new AI-powered features, enhanced by its acquisition of Sana, which could enable functionalities like AI agents that automatically process expense reports by scanning employee communications.

Workday is introducing updates to its Sana agentic artificial intelligence, aiming to simplify task execution within the platform.

A judge refused to dismiss all claims in a lawsuit against Workday alleging age discrimination through artificial intelligence use, rejecting the company's argument that federal anti-age discrimination law does not apply to job applicants.

Insperity and Workday announced the general availability of their joint offering, Insperity HRScale, which integrates HR and workforce management solutions.

New research from Workday indicates that companies are failing to capitalize on artificial intelligence gains, requiring chief human resources officers to redefine performance management standards for 2026.

Employee data suggests that current workforce priorities center on wellbeing, recognition, and schedule control rather than technological upskilling due to artificial intelligence concerns, as recognition technology adoption outpaces the hype surrounding artificial intelligence, coinciding with Workday appointing a new chief executive officer.

Workday has announced its second round of workforce reductions within approximately one year, eliminating two percent of its staff, with primary impacts being felt across customer operations teams.

Fifteen hours were dedicated to manually re-entering resume data into various proprietary systems like Workday and Greenhouse across 28 applications, leading the user to question the efficiency of current HR software integration.

A lawsuit against Eightfold highlights the potential legal liabilities associated with deploying artificial intelligence systems within talent acquisition processes.

A recent survey highlights the technological concerns of business leaders that they expect human resources teams to address, accompanied by broader industry updates.

The future of human resources is being reshaped by four distinct trends centered around the implementation of artificial intelligence.

Workday is arguing in a lawsuit that job applicants cannot bring disparate impact claims related to the use of artificial intelligence in hiring tools.

Following a major class action suit against Workday's artificial intelligence powered job screening system, the hiring platform Eightfold is now facing similar legal scrutiny over discrimination risks inherent in automated recruiting tools.

Data from Workday suggests that the integration of artificial intelligence in HR tasks introduces a significant hidden cost, as employees, particularly those in HR functions, must dedicate substantial time correcting AI-generated outputs.

Paradox's Conversational Applicant Tracking System is now accessible via Workday to expedite hiring processes for frontline workers.

An individual shares details about ongoing investigations into major HR technology vendors regarding potential violations of the Fair Credit Reporting Act due to biased or flawed AI screening processes.

Workday Vice President Melanie Lougee provides insights into why employees resist new technology, the HR system consolidation cycle, and the continuing importance of corporate culture over specific artificial intelligence features.

Strada has been designated as a strategic partner by Workday to manage the migration and administration services for client wellness programs.

After a five-month process for a senior specialist position confirmed verbally at €110,000, the candidate received an offer for a mid-level specialist role with an €85,000 total compensation, justified by HR's post-hoc internal leveling decision.