NYC Local Law 144: Already in Force Since January 1, 2023
New York City's Local Law 144 (Int. 0144-A) has been in effect since January 1, 2023. It requires any employer or employment agency using an Automated Employment Decision Tool (AEDT) with NYC candidates to: commission an annual bias audit, publish the results on their website, and notify candidates before using the tool. This is not an upcoming deadline — it is already law and enforcement is ongoing.
Timeline
NYC Int. 0144-A signed into law
December 1, 2021
Law in force — bias audit requirement active
January 1, 2023
DCWP Final Rules published — full enforcement
July 5, 2023
TODAY — enforcement ongoing
April 15, 2026
Annual bias audit renewals due (if not completed)
January 1, 2027
NYC Department of Consumer and Worker Protection (DCWP) enforces Local Law 144. Fines: up to $500 per day during which a first violation continues; up to $1,500 per day for subsequent violations. NYC has already issued enforcement guidance and is conducting investigations. Companies found violating the law face significant penalties, particularly for failure to post bias audit results publicly.
Any employer or employment agency that: (1) operates in NYC, (2) uses an AEDT to make or substantially assist in employment decisions (hiring, promotion), AND (3) uses the tool with NYC candidates or employees.
What to do right now
Audit whether your ATS/HR tools use AI-driven ranking, screening, or scoring for NYC candidates
If yes: commission a bias audit from an independent auditor NOW (this cannot be done same-day)
Post the bias audit summary on your company website before using the tool
Create a candidate notification procedure — notify before each use
Schedule your next annual audit for 12 months from your last audit
Review DCWP enforcement guidance at nyc.gov