SUMMARY
New York City regulates employer and employment-agency use of certain automated employment decision tools used to screen candidates for employment or employees for promotion in the city.
WHY IT MATTERS
The law created a municipal bias-audit, public-disclosure, and notice regime specifically for qualifying automated hiring and promotion tools.
KEY REQUIREMENTS
- A qualifying tool must have undergone a bias audit no more than one year before use.
- A summary of the most recent bias-audit results and the tool's distribution date must be publicly available before use.
- Covered candidates and employees must receive required notice before use, including information about the job qualifications and characteristics the tool will assess.
- Specified information about data types, sources, and retention policies must be available as provided by the law.
COVERAGE
Employers: Employers and employment agencies using a covered AEDT for employment decisions in New York City.
Workers: Candidates and employees within the law's defined New York City scope for hiring or promotion decisions.
ENFORCEMENT & PENALTIES
The city may pursue civil penalties and appropriate relief; DCWP began enforcement on July 5, 2023.
Civil penalties of up to $500 for a first violation and each additional violation on the same day; $500 to $1,500 for each subsequent violation. The law defines separate violations for specified conduct.
CHANGE HISTORY
- verification update
Record re-verified
Official source links, status, and key dates were checked for this maintenance release.
- enforcement started
DCWP enforcement began
DCWP began enforcement of Local Law 144 and the implementing rule.
- effective
Local Law 144 became effective
The ordinance's statutory effective date; this is distinct from the later rule and enforcement dates.
- signed
Local Law 144 enacted
The measure became New York City Local Law 144 of 2021.
TOPICS
PRIMARY SOURCES
RELATED DEVELOPMENTS
New York City Automated Employment Decision Tools Implementing Rule
NYC Department of Consumer and Worker Protection rules implement Local Law 144 and define operational details for bias audits, public summaries, and notices involving covered automated employment decision tools.
Related coverage: New York City Local Law 144: the dates, tools, and duties that matter →Information, not legal advice. Bot Labor Law provides general informational content that may not reflect the most current legal developments. Consult qualified counsel regarding specific legal matters.