NYC Local Law 144 Requires Annual Bias Audits for Automated Employment Decision Tools
NYC Local Law 144 mandates that employers using automated employment decision tools must undergo an independent bias audit each year, publish the audit results, and notify job candidates before the tool is used.
Local Law 144 is a New York City law that is currently in effect. It applies to employers in the city who use automated employment decision tools (AEDTs).
The law requires an independent bias audit of each AEDT to be performed annually. The audit must be carried out by a third‑party auditor and the findings must be made public.
Employers must also inform job candidates before an AEDT is used in the hiring process, giving them notice of the tool’s role in the decision‑making.
Sources & citations
- NYC Local Law 144 is a New York City law that is currently in effect and applies to employers using automated employment decision tools. legistar.council.nyc.gov
- The law requires an independent bias audit of each automated employment decision tool to be performed annually and the audit results to be published. legistar.council.nyc.gov
- Employers must notify job candidates before an automated employment decision tool is used in the hiring process. legistar.council.nyc.gov
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