NYC Local Law 144 — Automated Employment Decision Tools
Requires an annual independent bias audit of hiring/promotion AI tools, publication of results, and advance notice to candidates — the most-cited US example of mandatory algorithmic bias auditing.
Overview
Requires an annual independent bias audit of hiring/promotion AI tools, publication of results, and advance notice to candidates — the most-cited US example of mandatory algorithmic bias auditing.
Key dates
- Dec 11, 2021Enacted
- Jul 5, 2023Enforcement began
Risk areas addressed
Who it applies to
Employers and employment agencies using automated employment decision tools to screen NYC candidates or employees for hiring or promotion.
Penalties & enforcement
Civil penalties of $500 for a first violation and $500–$1,500 for each subsequent violation (per day/per tool).
Enforced by: NYC Department of Consumer and Worker Protection
Whatever your exposure to NYC LL 144 (Bias Audit), the practical work is the same: inventory the AI systems in scope, map them to concrete obligations, and keep the evidence to show it. A structured AI governance programme — risk assessments, documentation and continuous monitoring — turns a moving regulatory target into a repeatable process.