How NYC Local Law 144 (Automated Employment Decision Tools) applies to hr & hiring organizations and the obligations to plan for.
Employers and HR-tech vendors using AI for screening resumes, scoring candidates, conducting video interviews, or making employment-related consequential decisions.
NYC Local Law 144 is a sector-specific bias-audit regime for employment AI. If you employ candidates or workers residing in NYC and use an AEDT for selection, the bias audit + public summary + 10-business-day notice obligations apply directly. Organizations operating in New York City should treat this law as part of the baseline regulatory obligations alongside any sector-specific federal rules.
Subject the Automated Employment Decision Tool to an annual independent bias audit calculating selection rates and impact ratios across race/ethnicity and sex categories prior to use, then on a yearly basis.
Deadline: Annually
Publicly post a summary of the most recent bias audit results on the employer's website, including the date the AEDT was first used and the source of the data.
Deadline: Ongoing
Provide candidates and employees who reside in NYC with at least 10 business days advance notice of AEDT use, including job qualifications, characteristics assessed, and instructions for requesting an alternative selection process or reasonable accommodation.
Deadline: 10 business days before use
NYC Local Law 144 is a sector-specific bias-audit regime for employment AI. If you employ candidates or workers residing in NYC and use an AEDT for selection, the bias audit + public summary + 10-business-day notice obligations apply directly. The law should be read with the source-derived obligations listed on this page and any sector-specific federal rules that apply to hr & hiring workflows.
NYC Local Law 144 (Automated Employment Decision Tools) has been effective since January 1, 2023.
NYC Local Law 144 (Automated Employment Decision Tools) lists deployer as the role coverage for New York City. The actual duty depends on whether the organization develops, deploys, procures, or uses the covered AI system in the law's scope.
NYC Local Law 144 (Automated Employment Decision Tools) lists a maximum penalty of $2K in the Atlas record. Penalty exposure depends on the source section, violation type, and factual context.
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