New York City Local Law 144 of 2021 (Automated Employment Decision Tools)
New York City, NY · NYC Local Law 144 of 2021; NYC Admin. Code §§ 20-870 to 20-874
Employers and employment agencies in New York City may not use AI hiring or promotion tools unless the tool has passed an independent bias audit within the past year. Job candidates must be told an automated tool is being used and can request information about the data it relies on.
Technical detail
Prohibits use of an automated employment decision tool (AEDT) to screen NYC candidates/employees unless an independent bias audit (impact-ratio analysis by race/ethnicity and sex) was completed within one year, results are publicly posted, and candidates receive 10 business days' advance notice.
Who is protected: Job candidates and employees screened for positions in New York City
Who must comply: Employers and employment agencies using AEDTs for NYC roles
Key facts
| Jurisdiction | New York City, NY |
|---|---|
| Level | City / local |
| Status | In effect |
| Protection strength | Stronger protection |
| Effective date | 2023-01-01 |
| Enacted | 2021-12-11 |
| Citation | NYC Local Law 144 of 2021; NYC Admin. Code §§ 20-870 to 20-874 |
| Enforced by | NYC Department of Consumer and Worker Protection (DCWP) |
| Private right of action | No — agency enforcement only |
| Penalties | $500 first violation; $500–$1,500 per subsequent violation; each day of noncompliant use is a separate violation |
| Topics | AI hiring and employment · automated decision-making · AI disclosure and transparency |
| Last verified | 2026-07-07 |
| Official source | Automated Employment Decision Tools (AEDT) — NYC DCWP ↗ |
More AI rules in New York City, NY
- NYC LL144 (original draft) · Repealed / replaced
- NYC Biometric Identifier Law (LL3) · In effect
- NYC Algorithmic Tools Reporting (LL35) · In effect
- NYC AI Action Plan · In effect
- NYC GUARD Act (Gov't AI Accountability) · In effect
- NYC EO 3 / Citywide AI Policy · In effect
Related AI hiring and employment rules elsewhere
- CA EO N-6-26 (AI Workforce) · In effect
- CO ADMT Act (SB 26-189, 2026) · Enacted (not yet in effect)
- Maine LD 61 (employer surveillance disclosure & prohibition) · In effect
- Washington SHB 1672 (employee monitoring notice, ADS restrictions, emotion AI ban) · In effect
- Stop Spying Bosses Act (Senate, 2026) · Proposed / pending
- Meta AI Layoff Discrimination Lawsuit (2026) · In effect
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