Catalog

NYC Local Law 144

NYC Department of Consumer and Worker Protection · pack 0.1.3 · verified against the official source as of 2026-09-28.

Binding law — in force

Candidates must be notified at least 10 business days before an AEDT is used (NYC)

NYC employers/agencies using an AEDT must give candidates who reside in the city, and employees considered for promotion, notice at least 10 business days before use, on the careers site, in the job posting, or by mail or e-mail (candidates), or in a written policy, posting, or mail/e-mail (employees) (6 RCNY 5-304(b)-(c)); the notice must explain how to request an alternative selection process or accommodation (5-304(a)); and the careers site must describe the AEDT data retention policy, data type and source, and how to request them, answering written requests within 30 days (5-304(d)). Detect an AEDT hiring path with no candidate-notice mechanism.

nyc-ll144.aedt-candidate-notice · 6 RCNY 5-304(a) · official source · jurisdictions: US-NY-NYC

Binding law — in force

Automated employment decision tools require an annual published bias audit

An employer or employment agency may not use an automated employment decision tool (AEDT) in NYC hiring/promotion if more than a year has passed since its most recent bias audit (6 RCNY 5-301(a)). The audit must at minimum calculate selection or scoring rates and impact ratios for sex, race/ethnicity, and intersectional categories and report how many people fell in an unknown category (5-301(b)-(c)); the audit date, results summary, and distribution date must be posted before use (5-303(a)). Detect an AEDT in a hiring/promotion path with no bias-audit artifact or published summary.

nyc-ll144.bias-audit · 6 RCNY 5-301(a) · official source · jurisdictions: US-NY-NYC