NYC LL 144
NYC Local Law 144 (Automated Employment Decision Tools)
First-in-world law mandating bias audits for AI hiring tools. Requires annual independent audits and public disclosure of results.
Jurisdiction
New York City
Enacted
Pending
Effective
Jul 5, 2023
Enforcement
NYC Department of Consumer and Worker Protection
Why It Matters
Narrow scope but actual 'audit-or-don't-use' enforcement model. Demonstrates difficulty of compliance even with simple requirements.
Recent Developments
FAccT 2024 academic study (June 2024) found only 18 of 391 surveyed employers posted audit reports. Dec 2025 NYS Comptroller audit surveyed 32 companies. Compliance gap remains significant.
At a Glance
Applies to
Harms addressed
Requires
Who Must Comply
- Employers and employment agencies using automated employment decision tools in NYC
Obligations fall on:
Safety Provisions
- Annual independent bias audit calculating impact ratios for race/ethnicity and sex
- Public disclosure of audit results on employer website
- Candidate notice at least 10 business days before AEDT use
- Alternative selection process option must be disclosed
Compliance & Enforcement
Penalties
$2K/violation
Private Right of Action
Individuals can sue directly without waiting for regulatory action.
View on map
New York City
Focus Areas
Cite This
APA
New York City. (2023). NYC Local Law 144 (Automated Employment Decision Tools).
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Last updated January 22, 2026. Verify against primary sources before relying on this information.