In EffectNew York City· Effective: In effect
Local Law 144

NYC Local Law 144 (automated employment decision tools)

By · Founder
Published Reviewed
Last verified · Jul 4, 2026Sourced from official primary sources — legistar.council.nyc.gov ↗.

Requires annual independent bias audits for automated employment decision tools (AEDTs) used by NYC employers, publication of the audit results, and candidate notification before an AEDT is used.

⚠️
Maximum penalty: $500–$1,500 per violation
Non-compliance can carry significant liability — verify against the official text below.
Bill / statute
Local Law 144
Jurisdiction
New York City
Status
In Effect
Effective / deadline
In effect
Maximum penalty
$500–$1,500 per violation

Who it affects

Employers and employment agencies using automated employment decision tools for candidates or employees in New York City.

Official source & full context

🏛️
Read the official text — legistar.council.nyc.gov
Primary government source
📍
AI laws in New York →
Full jurisdiction guide, live news & related bills

Other landmark AI laws

SB 942 — California AI Transparency Act
California · Enacted
SB 24-205 — Colorado AI Act
Colorado · Enacted
HB 149 — Texas Responsible AI Governance Act (TRAIGA)
Texas · In Effect
HB 3773 — Illinois AI in Employment Law (amends the Human Rights Act)
Illinois · In Effect
S6953B — New York RAISE Act (frontier-AI safety)
New York · Enacted — effective January 1, 2027
HB 1414 — Tennessee ELVIS Act (AI voice & likeness)
Tennessee · In Effect
Browse all landmark AI bills →
Editorial standards

Anchored to the primary government source (statute, bill text, or agency rule) and verified directly against it · Last verified Jul 4, 2026. See our methodology.

Primary sources · Local Law 144 — NYC Local Law 144 (automated employment decision tools)