New York City Local Law 144 — Automated Employment Decision Tools Compliance Checklist 2026
NYC Local Law 144 (Int. 1894-A) requires any employer or employment agency in New York City that uses an automated employment decision tool (AEDT) in hiring or promotion decisions to conduct annual in…
Maximum penalty: $500 per violation; $1,500 per day for continuing violations (enforced by NYC Dept. of Consumer and Worker Protection)
Enforcement: July 5, 2023
Complete each item below to achieve compliance. Use ComplianceIQ to generate all required documentation automatically.
Regulatory Requirements
1. Annual Independent Bias Audit
Conduct an annual bias audit of each AEDT by an independent third party. The audit must assess disparate impact on candidates by sex, race/ethnicity, and intersectional categories. Audits must be completed within one year before use.
2. Publish Bias Audit Results
Post the bias audit summary on your public website, including the date of the audit, the distribution date of the tool, and the scoring rate for each EEO category. Results must remain online for at least six months.
3. Candidate Notification
Notify all candidates and employees that an AEDT will be used to evaluate them, at least 10 business days before use. Include information on what job qualifications the tool screens for and where to request an alternative process.
4. Alternative Selection Process
Accommodate candidates or employees who request an alternative selection process or accommodation instead of AEDT evaluation.
Implementation Steps
5. Identify if you use AEDT tools for NYC hiring or promotion decisions
6. Commission a bias audit by an independent auditor before January 1, 2023 (retroactive)
7. Post the bias audit summary on your company website
8. Notify all NYC candidates and employees before using AEDT tools on them
9. Allow candidates to request an alternative selection process
10. Retain bias audit records for at least 3 years
11. Schedule annual bias audits for each AEDT tool in use