Defining labor discrimination as the unequal treatment of equally productive employees by employers, the state, and society, the author examines non-traditional, rarely analyzed forms of discrimination. These forms are considered on a geographical basis, on the basis of genetic data, and after the release from prison. Special attention is paid to the threat of discrimination against those discharged from the army after being engaged in active combat. The author provides examples of situations that appear to be employment discrimination, but are not. The article analyzes discrimination that occurs in non-standard forms of employment, which can be divided into traditional forms that existed in the pre-digital era (out-of-office, self-employment, freelance, etc.) but now often rely on remote interaction between the client and the contractor, and new forms that have become widespread thanks to modern information and communication technologies (remote and platform employment). Platform employment does not always reduce the likelihood of bias-based discrimination and does not eliminate statistical discrimination, as evidenced, in particular, by the extent of gender discrimination on online employment platforms in Russia and other countries. The problems associated with the application of artificial intelligence in solving issues related to the recruitment and career development of employees are presented. The application of AI in hiring allows for discrimination, as it is possible to program the system not to accept a certain group of people for certain positions, and the self-learning nature of algorithms can reinforce these biases. Rules, regulations, and policies are needed to address this issue.