Meta Sued Over Alleged AI Bias in May 2026 Layoff Scoring

Twenty-six former Meta employees have filed a class-action lawsuit in Oakland federal court, alleging that the company's automated layoff evaluation tool discriminated against workers. The plaintiffs claim that the algorithm, used to score employees for the May 2026 layoffs, disproportionately targeted those who had taken protected medical or family leave, leading to illegal terminations.

According to court documents, Meta's proprietary HR scoring model evaluated employee productivity based on code commits, project completion rates, and active communication logs. The plaintiffs argue that the model failed to account for approved absences, resulting in low performance scores for workers who were on leave, which violated the Family and Medical Leave Act (FMLA).

Challenging Algorithmic Decision-Making in Human Resources

The lawsuit represents a landmark legal test for the use of artificial intelligence in corporate management. While companies have increasingly adopted automated tools to optimize headcount, legal experts warn that algorithms often inherit historical biases or fail to incorporate legal exemptions. The plaintiffs are seeking reinstatement, back pay, and a ban on automated layoff selections.

The Legal Frontier of Automated Workplace Discrimination

Meta has defended its evaluation practices, stating that human managers reviewed all termination decisions and that the algorithm served merely as a baseline tool. However, the case is expected to force tech companies to implement rigorous audit protocols for HR models to ensure compliance with federal anti-discrimination laws.