NYC AEDT Bias Audit Law (LL 144)
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
- Status
- In effect
- Took effect
- January 1, 2023
- Applies to
- Employers and employment agencies using AEDTs for NYC roles
- Enforced by
- NYC Department of Consumer and Worker Protection (DCWP)
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.
Who is protected: Job candidates and employees screened for positions in New York City
Legal 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.
Key facts
| Jurisdiction | New York City, NY |
|---|---|
| Level | City / local |
| Strength | Stronger |
| Enacted | December 11, 2021 |
| Citation | NYC Local Law 144 of 2021; NYC Admin. Code §§ 20-870 to 20-874 |
| 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 |
| Agency page | Automated Employment Decision Tools (AEDT) — NYC DCWP |
More AI rules in New York City, NY
- NYC DOE Generative AI Moratorium (K-8, 2026-27) · In effect
- NYC AI rental listing disclosure proposal (Mamdani, 2026) · Proposed / pending
- NYC schools generative AI moratorium through 8th grade (2026) · In effect
- NYC LL144 (original draft) · Repealed / replaced
- NYC Biometric Identifier Law (LL3) · In effect
- NYC Algorithmic Tools Reporting (LL35) · In effect
Related AI hiring and employment rules elsewhere
- CA EO N-6-26 (AI Workforce) · 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) · Blocked / in litigation
- Kistler v. Eightfold AI (FCRA, AI hiring) · Blocked / in litigation
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