New York City Local Law 144 on automated employment decision tools (AEDT)
In forceNYC Local Law 144
Summary
If you use an automated tool to hire or promote people in New York City, you need an independent bias audit less than one year old, must publish its summary, and must notify candidates 10 business days in advance. The employer is responsible even if the tool comes from a vendor. A December 2025 State Comptroller audit criticized enforcement, and closer scrutiny is expected.
Who it applies to
Employers and employment agencies that use AEDTs for jobs or candidates in New York City.
Penalties
$500 for a first violation and $500 to $1,500 for each subsequent one; each day of use without an audit or notice is a separate violation.
Official name
New York City Local Law 144 of 2021 (N.Y.C. Admin. Code §§ 20-870 to 20-874); 6 RCNY § 5-300 et seq.
Official reference
Local Law 144 de 2021; reglas del DCWP; aplicada desde el 5 de julio de 2023
Regulator
New York City Department of Consumer and Worker Protection (DCWP)
Verified in the official source on November 2, 2026Enforcement date and the duty to have an audit less than one year old checked on nyc.gov; calculation method and independence requirement from secondary sources.
Publish the audit summary
N.Y.C. Admin. Code § 20-871(a)(2); 6 RCNY § 5-303In force
Already applicable
When it relates
Applies to anyone using an AEDT in New York City.
What the rule provides
Post on the careers website the date of the latest audit, a summary of results and the date the tool was first used.