SAN FRANCISCO, Feb. 17, 2026 /PRNewswire/ -- Wiggins Childs Pantazis Fisher & Goldfarb, LLC and Winston Cooks, LLC announce that a federal court in the Northern District of California has authorized notice to potential class members in Mobley v. Workday, Inc., a collective action alleging that artificial-intelligence-driven hiring software may have unlawfully screened out job applicants aged 40 and older. Individuals who may be affected have until March 7, 2026 to opt-in.

The lawsuit challenges the use of A.I. automated recommendations and screening technologies in hiring decisions. According to the complaint, Workday's platform used by numerous employers to process and evaluate job applications,  ranked or rejected certain applicants in ways that disproportionately affected older workers, raising questions under the Age Discrimination in Employment Act (ADEA).

The case is among a growing number of legal challenges examining whether algorithmic hiring tools can produce discriminatory outcomes even without explicit intent. Courts and regulators have increasingly scrutinized A.I. automated employment systems as companies rely more heavily on software to evaluate applicants at scale.

The court has authorized notice to individuals who applied for jobs through Workday's platform since September 24, 2020 and were age 40 or older at the time of application. Eligible individuals may submit a consent form if they choose to participate in the collective action. The deadline to respond is March 7, 2026 and opt-in forms may be submitted on workdaycase.com. Additional information, including eligibility details and court-approved materials, is also available at workdaycase.com.

Counsel For Plaintiffs:

Court: U.S. District Court, Northern District of California

Case: Mobley v. Workday, Inc., No. 3:23-cv-00770-RFL

Deadline: March 7, 2026

Website: workdaycase.com

Contact: For questions, visit workdaycase.com, email [email protected] or call (205) 482-5174.

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SOURCE Winston Cooks LLC