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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

US-NYC

Enacted

Unknown

Effective

Jul 5, 2023

Enforcement

NYC Department of Consumer and Worker Protection

Who Must Comply

This law applies to:

  • • Employers and employment agencies using automated employment decision tools in NYC

Who bears obligations:

Deployer

This regulation places direct obligations on deployers (organizations using AI systems).

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

Enforcement

Enforced by

NYC Department of Consumer and Worker Protection

Penalties

$2K/violation

Per violation: $1,500

$500-$1,500 per violation

Private Right of Action

Individuals can sue directly without waiting for regulatory action. This significantly increases liability exposure.

Quick Facts

Binding
Yes
Mental Health Focus
No
Child Safety Focus
No
Algorithmic Scope
Yes
Private Action
Yes

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.

Cite This

APA

New York City. (2023). NYC Local Law 144 (Automated Employment Decision Tools). Retrieved from https://nope.net/regs/us-nyc-ll144

BibTeX

@misc{us_nyc_ll144,
  title = {NYC Local Law 144 (Automated Employment Decision Tools)},
  author = {New York City},
  year = {2023},
  url = {https://nope.net/regs/us-nyc-ll144}
}

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