Local Law to Amend the Administrative Code of the City of New York in Relation to Automated Employment Decision Tools
NYC Local Law 144
Data last verified: March 23, 2026
- Effective Date
- January 1, 2023
- Enforcement Date
- July 5, 2023
Summary
NYC Local Law 144 regulates automated employment decision tools (AEDTs) used in hiring and promotion in New York City. This law applies specifically to New York City employers and employment agencies, not all of New York State. Requires independent bias audit within one year prior to use and candidate notice at least 10 business days before AEDT use.
Who It Applies To
Not specified in statute
Penalties
- Penalty Range
- $500 – $1,500per day
- Cure Period
- Not specified in statute
- Private Right of Action
- Yes — private right of action available
- Enforcement Body
- NYC Department of Consumer and Worker Protection (DCWP); private right of action preserved per § 20-874
Requirements (3)
- Impact Assessment§ 20-871(a)
This law requires employers and employment agencies to conduct an independent bias audit of automated employment decision tools within one year prior to use.
It shall be unlawful for an employer or an employment agency to use an automated employment decision tool to screen a candidate or employee for an employment decision unless the following has occurred: 1. Such tool has been the subject of a bias audit conducted no more than one year prior to the use of such tool
- Disclosure§ 20-871(b)
This law requires employers and employment agencies to notify candidates and employees that an automated employment decision tool is being used to evaluate them.
Any employer or employment agency that uses an automated employment decision tool to screen a candidate for an employment decision shall notify each such candidate residing in the city who applies for a position
- Disclosure§ 20-871(c)
This law requires employers and employment agencies to make available information about data collected for the AEDT, data sources, and data retention policy.
Any employer or employment agency in the city that uses an automated employment decision tool to screen a candidate for an employment decision shall make available, beginning no less than ten (10) business days before such use, information about the type of data collected for the automated employment decision tool, the source of such data, and the employer or employment agency's data retention policy
Claire tracks 31 state and local AI laws across 23 US states. No prescriptive federal AI compliance statutes have been enacted. EU AI Act and sector-specific regulations are not covered.
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