NYC Local Law 144 (Automated Employment Decision Tools) vs Illinois HB 3773 (AI in Employment Decisions)
Side-by-side comparison covering scope, obligations, penalties, and where they overlap.
| Attribute | NYC Local Law 144 (Automated Employment Decision Tools) | Illinois HB 3773 (AI in Employment Decisions) |
|---|---|---|
| Type | State / Federal Law | State / Federal Law |
| Authority | nyc (Int. 1894-A / Local Law 144 of 2021) | illinois (HB 3773) |
| Effective date | January 1, 2023 | January 1, 2026 |
| Max penalty | $2K | Not specified |
| Applies to | deployer | deployer |
NYC Local Law 144 (Automated Employment Decision Tools)
NYC Local Law 144 prohibits employers and employment agencies from using an Automated Employment Decision Tool (AEDT) to substantially assist or replace discretionary decision-making for hiring or promotion in NYC unless the tool has been subject to an independent bias audit within the past year, the audit summary is publicly posted, and candidates have received required notices. The Department of…
Illinois HB 3773 (AI in Employment Decisions)
Illinois HB 3773, enacted as Public Act 103-0804, amends the Illinois Human Rights Act to make it a civil rights violation for an employer to use artificial intelligence that has the effect of subjecting employees or applicants to discrimination on the basis of protected classes. The covered employment decisions include recruitment, hiring, promotion, renewal of employment, selection for training …
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