NYC Automated Employment Decision Tools Law (Local Law 144)
New York City · N.Y.C. Admin. Code § 20-870 et seq. · effective 2023-07-05
Summary
Employers and agencies that use automated tools to substantially assist hiring or promotion decisions for NYC candidates must commission an annual independent bias audit, publish a summary, and give candidates notice at least 10 business days before the tool is used. A December 2025 Comptroller audit found enforcement had been weak and the city has committed to stricter enforcement in 2026.
Who must comply
Employers and employment agencies using AI screening for jobs located in New York City.
What you must disclose
Notice that an automated employment decision tool will be used, the job qualifications it assesses, and how to request an alternative process; publish the bias-audit summary on your website.
When: At least 10 business days before the tool is used (job posting, email, or website notice).
Other duties
- Annual independent bias audit with published impact ratios.
Exemptions
- Tools that do not substantially assist or replace human discretion.
Penalties
$500 for a first violation and $500–$1,500 for each subsequent violation, per day.
Enforced by: NYC Department of Consumer and Worker Protection.
Triggered by
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