Signal SentryUpdated Oct 4, 16:30 UTCPM Drop
Laws · New York City

NYC Local Law 144 (automated employment decision tools)

Bars employers and employment agencies in New York City from using an automated employment decision tool unless the tool had a bias audit within one year before use, information about the audit is public, and the required notices go to candidates or employees. The city's Department of Consumer and Worker Protection (DCWP) enforces it.

At a glance

In force
Jurisdiction
New York City
Type
Law
Official title
Local Law 144 of 2021 (Int. 1894-2020-A): A Local Law to amend the administrative code of the city of New York, in relation to automated employment decision tools

What this means for you

If you build AI

  • If you sell hiring or promotion tools used in NYC, customers will need an independent bias audit of the tool within a year before they use it.

If you deploy AI

  • Before using such a tool for NYC hiring or promotion: get a bias audit within the past year, post the audit information, and give notice 10 business days before use.

If you use AI

  • If you apply for a job or promotion in NYC, you should be told when an automated tool is used to assess you.
  • You can file a complaint with DCWP if an employer used such a tool without the audit or notices.

Key dates

  1. Dec 11, 2021PastEnacted as Local Law 144 of 2021Source
  2. Jan 1, 2023PastLaw takes effectSource
  3. Jul 5, 2023PastDCWP begins enforcing the law and its ruleSource

Status history

  1. Jan 1, 2023In forceDCWP enforcement of the law and its rule began July 5, 2023Source
  2. Dec 11, 2021PassedBecame law without the Mayor's signature (returned unsigned 12/13/2021)Source

In the Drops

No Drop has covered this law yet.