NYC Local Law 144 (Automated Employment Decision Tools): Compliance Checklist

Compliance checklist

Run through these items to scope your obligations under NYC Local Law 144 (Automated Employment Decision Tools). Not legal advice; verify with counsel before acting.

1. Confirm scope: does the law apply to your operations? See Who Must Comply or use the Compliance Checker.
2. Inventory in-scope AI systems and classify them by role (developer/deployer) and decision type.
3. Address each obligation:
   • bias audit — 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.N.Y.C. Admin. Code § 20-871
   • transparency — 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.N.Y.C. Admin. Code § 20-872
   • disclosure — 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.N.Y.C. Admin. Code § 20-871(b)
4. Adopt a federal control framework: NIST AI RMF or ISO/IEC 42001 to demonstrate due care.
5. Document evidence of compliance for each obligation, refreshed at the cadence the law requires.
6. Build the AG-notification path if the law requires it (Colorado, California SB 53).
7. Set the refresh cadence — annual for most impact-assessment regimes; continuous for monitoring.